Infrastructure for Talent Marketplace & Internal Mobility

Talent marketplace matching requires documented job requirements, skills taxonomies for healthcare roles, and career pathway criteria. The baseline confirms job descriptions and compensation bands are documented, but skills taxonomies are incomplete and competency frameworks vary by role. At L2, sufficient job posting documentation enables basic internal matching — required qualifications for an open position are documented enough for the AI to compare against candidate skills profiles, though nuanced career pathway logic remains informal.

Talent marketplace matching requires systematic capture of employee skills, certifications, experience, and career interests through structured profile completion. The HRIS captures job history and credentials systematically. Template-driven skill profile completion with required fields ensures employees document competencies the AI can match against open roles. Historical internal mobility patterns — who moved to which roles, with what outcomes — must be systematically logged to train recommendation models.

Internal mobility matching requires consistent schema: Employee records (skills, certifications, experience years, career interests, current role), Position records (required skills, preferred experience, career level, department), and MobilityHistory records (employee, source role, target role, outcome). Consistent fields enable the AI to compute skill match scores and generate career pathway recommendations. Without this schema, matching is based on job title similarity rather than actual skill alignment.

Talent marketplace operates within the HRIS and an internal mobility platform. At L2, the matching AI accesses employee profile data and open position postings through the HR system's reporting interface and basic integration points. Managers access internal candidate rankings through the existing HRIS interface. Real-time API access to clinical scheduling or learning management isn't required for core job matching — the AI works with periodic profile refreshes and position postings from the HRIS.

Employee skill profiles and career interests change as employees gain certifications or shift career goals. At L2, scheduled periodic profile review prompts (annual skill profile updates tied to performance review cycles) are sufficient for internal mobility matching — employees update profiles annually, and the AI re-runs recommendations based on refreshed data. Real-time profile sync isn't required when internal mobility decisions operate on quarterly or annual planning cycles.

Talent marketplace connects HRIS (employee records, job history), LMS (completed training and certifications), position management (open roles and requirements), and potentially clinical systems (specialty-specific credentialing). API-based connections enable the AI to pull current employee certifications from LMS, match against position requirements from job management, and surface recommendations personalized to each employee. Skills gap identification with training suggestions requires the marketplace to query both LMS content catalog and employee completion history in real-time.