Q: I’ve been eyeing a role in a different department at my company. How do I go for it without making things weird with my current team—or blowing my shot?
A: Jumping ship to a new gig within your own company sounds like a cakewalk—familiar turf, no new commute—but it’s a tightrope act. You’ve got to pitch yourself hard, dodge office politics, and keep your current boss from feeling dumped. Done right, it’s a career glow-up without the job-hunt grind. Here’s how to ace it, from someone who’s seen the game play out.
Step 1: Scope the Scene
Before you even whisper “promotion” or “pivot,” get the lay of the land. Is the role a step up, a side shuffle, or a leap into something shiny and new? Check the posting—internal or not, it’s your playbook. Then, peek at the team. “Chat up someone in that department over coffee,” suggests Alison Green, workplace guru behind Ask a Manager. “Ask what they love about it, what’s tough—casual, not a job interview.” You’re fishing for intel: skills they want, vibe they vibe with. Bonus? You’re on their radar.
Step 2: Rally Your Current Boss (Carefully)
Here’s the dicey part—your manager. Blindside them with an application, and you’re begging for a frosty reference or a “Why didn’t you tell me?” guilt trip. Instead, plant the seed early. “Frame it as growth, not escape,” Green advises. Try: “I’ve been thinking about stretching into X—there’s an internal spot that fits. What do you think?” If they’re decent, they’ll cheer you on; if they’re territorial, you’ll spot the red flags. Either way, you’re not sneaking around, and that’s gold for your rep.
Step 3: Treat It Like a Real Interview
Biggest trap? Assuming it’s in the bag because you’re already “in.” Companies don’t hand out internal roles like participation trophies—you’re still up against outsiders and other insiders. Dust off your resume; tweak it to scream “I’m the guy” for this job, not just your current one. Prep like it’s Google calling: know the role’s pain points, flaunt your wins (especially ones they can verify down the hall), and have questions ready. “Asking ‘What success looks like in six months’ shows you’re serious,” Green notes.
Step 4: Sell Your Insider Edge—Subtly
You’ve got an ace: you know the company’s quirks, acronyms, and unwritten rules. Play it, but don’t overplay it. “Don’t strut in like ‘I’ve got this because I’m here,’” Green warns. “That reeks of entitlement.” Instead, weave it in—“Having tackled X in my role, I see how I could boost Y for your team.” It’s proof you’re not just coasting on tenure; you’re bringing value they won’t find on LinkedIn.
Step 5: Brace for the Outcome
You snag it—great, pop the champagne. You don’t? Trickier. “Don’t sulk or slack off,” Green says. “Your current gig’s still your gig.” Nod to the hiring manager—“Appreciate the shot, let me know if something else fits”—and keep your head up with your team. No one likes a sore loser, and bridges matter when you’re all still sharing the same Wi-Fi. Worst case, you’ve got feedback to sharpen your next swing.
The Bottom Line
Applying internally isn’t a shortcut—it’s a chess move. You’re balancing loyalty, ambition, and a little office diplomacy. Nail the prep, lean on your network, and pitch like your badge isn’t already in the system. Get it right, and you’re not just switching desks—you’re leveling up where you already stand.