Resumation Nexus for Internal Mobility
The Career Data Layer for Hiring: Evidence-Based Internal Mobility
Stop losing qualified candidates to keyword filters. Turn real work into structured, searchable proof of capability—so your best internal talent shows up in searches, not just in hallway conversations.
With Resumation Nexus, we solve this by:
Turning employees' real work into structured, searchable evidence you can actually use
Internal moves based on proof of capability, not job titles or keywords
Searchable profiles that show how people think and operate, not just what they've done
60 to 90-day pilot with clear success metrics: fill at least one role internally you would've gone external for
Why Traditional Systems Fail
False negatives:
Qualified candidates score 39-47% and get filtered out (like the Director who succeeded in a $250K role but would've been rejected by Applicant Tracking Systems (ATS))
False positives:
Fabricated profiles game keyword matching and advance unqualified candidates
Current systems reward gaming, not genuine capability. Resumation uses structured evidence to fix both.
The problem: your best people are buried under titles and outdated resumes
Current HR systems show job titles, last year's performance ratings, and self-claimed skills that are rarely updated. That doesn't answer the real questions: who has actually solved which problems, at what scope, with what outcomes. You know this person—the 'Sarah' who's quietly delivered for years but never shows up in keyword searches.
Real example: A Director-level candidate with 13+ years experience, who:
• Unlocked $190MM in revenue through strategic process optimization
• Led $500MM portfolio strategy and capital reallocation
• Scaled organizations from 1,100 to 2,200 people
• Scored 77% match in Resumation vs 39-47% in traditional ATS formats
• Got the role—but only through human advocacy, not systems
Your best internal candidates look like this. Traditional searches filter them out.
• Unlocked $190MM in revenue through strategic process optimization
• Led $500MM portfolio strategy and capital reallocation
• Scaled organizations from 1,100 to 2,200 people
• Scored 77% match in Resumation vs 39-47% in traditional ATS formats
• Got the role—but only through human advocacy, not systems
Your best internal candidates look like this. Traditional searches filter them out.
What traditional systems show you
- Job titles that say nothing about scope or impact
- Backward-looking performance ratings
- Static skills inventories and self-reported strengths
- ATS profiles that match keywords but not capability
What you actually need
- Evidence of what people have solved and built
- Context about scope, decisions, and outcomes (STAR-level detail)
- Trajectory: how they think, not just where they've sat
- Searchable proof you can trust when moving people into new roles
The cost of defaulting to external:
- Recruiter fees: 20–30% of first-year salary (often $40K–60K per mid-senior hire)
- Average cost per hire: $5K+ in time, tools, and process
- External hires cost roughly 1.5–1.7x more overall than internal moves
- External hires are typically paid 18–20% more than internal promotions
- Longer ramp time due to culture and systems learning curve
The Resumation Solution
Resumation Nexus captures the story behind every employee's work—20+ STAR achievements per person, not just job titles. That story becomes structured, searchable career data that can power internal mobility, succession planning, and development planning.
Capture → Structure → Deploy
1. Capture (15–20 minutes for first pass)
- Employees use an AI agent to build an evidence-based profile
- On a first pass, most people capture 7–10 meaningful achievements using STAR (Situation, Task, Action, Result) in about 15–20 minutes
- Over time, they can keep adding more stories and easily grow to 20+ achievements as new projects, wins, and responsibilities show up
- The agent prompts for scope, decisions, and measurable outcomes so each story is actually useful
If someone already has a resume, they can also get a basic Resumation profile in under three minutes. They upload their resume, the system pulls out roles and key bullets, and the agent turns that into a structured starting point they can refine when they have more time.
2. Structure
- The stories become structured, searchable career data
- Every skill is backed by specific examples, with confidence scores
- A mature profile with 20+ achievements can easily represent 25–50 pages of narrative under the hood, but it usually starts with 7–10 strong stories and grows as people add new work
3. Deploy
- HR searches by evidence, not job title
- For any role, you can ask: "Who has actually led a $100MM+ transformation?" or "Who's presented to the Board?" and run a contextual search across real projects and outcomes, not just keywords.
- When you present an internal candidate, you show proof: "Here's where they solved this exact problem and what happened."
Resumation runs alongside your existing ATS/Human Capital Management (HCM)—implementation is lightweight and most pilots are stood up in days, not months.
Where Resumation sits in your talent stack
Your ATS and HCM handle jobs, workflows, and basic employee data. Resumation Nexus is the evidence layer that runs alongside them—capturing how people actually work, the problems they've solved, and the outcomes they've driven. You use it to power internal mobility, development planning, and succession decisions without ripping out any existing systems.
Simple flow: ATS / HCM → Resumation Nexus → Internal moves, development plans, succession planning
How White-Label Works: Two Sides of the Platform
Resumation Nexus is a white-label platform with two distinct interfaces:
1. Employee-Facing: Resumation Profile Builder
- Your employees use the Resumation platform (resumation.net or your-company.resumation.net) to build their career profiles
- Can be co-branded with your company logo and colors, or run as pure Resumation with explanation that it's a tool your company provides
- Employees control their own profiles and can update them anytime
- Takes 15-20 minutes for initial profile creation (7-10 STAR achievements)
- Profiles are structured, searchable career data—not just resumes
2. Partner-Facing: Your Internal Mobility Portal
Your HR/talent team gets a separate portal (internal.your-company.resumation.net) where you can:
- Search and browse all employee profiles
- Run contextual searches ("Who has led $50MM+ transformations?")
- Compare candidates side-by-side for specific roles
- Export profiles and matching data
- See evidence-backed skill assessments with confidence scores
This portal is white-labeled with your branding. Your team accesses structured career data, not just resumes.
The Flow:
Employees Build Profiles on Resumation
Structured Data Flows to Your Internal Portal
HR Searches/Matches for Roles
Important: Employees see the profile-building experience (Resumation-branded or co-branded). Your HR team sees the search/matching portal (your-branded). These are separate interfaces accessing the same career data layer.
Privacy & Control:
- Employees explicitly opt in to internal mobility program
- Employees can see exactly what data is visible to HR
- Employees can update or remove their profiles at any time
- HR sees structured career data only for employees who have opted in
White-Label Options:
Level 1 - Co-Branded (fastest to launch):
- Employee experience: "Build your career profile on Resumation for [Your Company]"
- Your HR portal: Fully branded with your logo and colors
Good for: Quick pilots where employees understand they're using a third-party tool
Level 2 - Fully White-Labeled (enterprise):
- Employee experience: Fully your branding, your domain (careers.your-company.com)
- Your HR portal: Fully your branding, your domain (talent.your-company.com)
Good for: Companies that want this as a core part of their talent brand and employee experience
During Phase 1 pilots, we typically start with Level 1 (co-branded) to move fast, then transition to Level 2 (fully white-labeled) for enterprise deployment if the pilot succeeds.
What makes this different from skills inventories and resume parsers
STAR-structured profiles
Context, decisions, and outcomes—not just bullets or endorsements.
20+ achievements per mature profile
A mature profile often contains 20+ achievements, representing years of work captured in one place—showing thinking, not just tasks.
Evidence-backed skills
Every "skill" is tied back to one or more achievements with measurable outcomes.
Reusable data layer
Capture once, then reuse for internal moves, development plans, and succession planning across years.
Evidence-backed insights with clear thresholds for 'strong fit', 'growth potential', and 'not a match.' You stop guessing who's ready. You start pointing to proof.
What you can actually do with this
Internal mobility that actually works
- Match employees to roles based on proof of capability
- See who has solved similar problems at similar scale
- Walk into talent reviews and calibration conversations with evidence instead of gut feel
Succession planning with evidence
- Identify high-potential employees based on trajectory and outcomes
- Build real leadership pipelines instead of nomination lists
- Give leadership shortlists you can defend with data, not just nominations
Close real skills gaps
- See which capabilities exist and where gaps are real vs just undocumented
- Aim L&D spend where it matters
Retention through visibility
- Show employees transparent, concrete growth paths
- Make internal moves feel possible and predictable
Evidence & Case Studies
Evidence that this works in real hiring
Sample Employee Profile
- 13+ years experience across Big Tech, Travel Tech, and other industries.
- Profile includes 20+ STAR achievements: $190MM revenue unlock, $500MM portfolio optimization, $12MM in annual OpEx savings, scaling orgs from 1,100→2,200 people
- System shows a 77% alignment score to Director, Strategic Planning & Operations roles with explicit evidence backing 15+ key skills
- HR can quickly see which roles this person is best suited for (Director/VP Strategic Planning, Chief of Staff, Product Strategy, Business Operations) and what growth areas exist
Case Study: Deep Context in Action
Real outcome, analyzed retrospectively: A candidate who successfully landed and performed in a Director, Strategic Planning & Operations role at a Fortune 500 company (Salary $250K+).
- We analyzed how this candidate would have fared through resume-based screening: six traditional resume formats scored 40–47% and would have been filtered out—even with AI-powered skill inference. The problem isn't just keyword matching; it's that resumes lack the context and evidence needed for accurate assessment.
- The Resumation Profile scored 77.3% ("Match") and was the only version that would have advanced
- In reality, Person A got the role—but only through human network advocacy, not via ATS
Why this matters for internal mobility:
Your best internal candidates look like this. Traditional title/keyword searches filter them out; Resumation uses evidence to surface them with an honest fit assessment.
60 to 90-day pilot: prove it with one internal fill
Start small, prove value quickly, then decide how big you want to go.
01
Phase 1 – Free pilot (Month 1)
- We set up a co-branded Resumation instance for employees and a white-labeled portal for your HR team (see 'How White-Label Works' above for details)
- You invite a small cohort of employees (typically 15–30) to build profiles—most spend 15–20 minutes on their first pass capturing 7–10 achievements
- HR gets access to search, browse, and export those profiles
- We agree on 1–2 internal roles you care about and define success metrics upfront
02
Phase 2 – Optional paid expansion (Months 2–3)
- If Month 1 shows promise, we expand to a larger group of employees based on your org size
- You test how Resumation supports real internal moves: shortlisting, manager reviews, succession planning conversations
- Commercial terms are straightforward and sized to be meaningfully lower than the cost of a single external search fee for the same period
- We share simple usage and outcome metrics so you can see what's working
03
Phase 3 – Annual license (post-pilot)
- If the pilot meets agreed outcomes, we convert to an annual agreement
- Pricing is banded by employee count and designed so that preventing 1–2 external hires per year more than covers the cost
- You can expand to new departments or locations over time
How we think about ROI:
We assume you'll continue running external searches. Resumation only needs to help you fill 1-2 roles internally that you would've gone external for—saving $80K-120K in recruiter fees alone—for the economics to make sense. Everything beyond that is upside.
FAQs
1
How is this different from our ATS or HCM internal mobility module?
ATS is great for workflow and keyword filters. Resumation is the evidence layer that shows who has actually done the work at the required scope and scale. It runs alongside your existing systems and provides "post-ATS guidance," not a replacement.
2
What company size is this for?
Our sweet spot is companies and teams roughly in the 250–2,000 employee range. Big enough that "everyone knows everyone" is no longer true, small enough to move fast without long enterprise procurement cycles. For larger enterprises, we typically start with one business unit and expand from there.
3
How long does it take for employees to build profiles?
There are two paths:
- Fast start: If they already have a resume, they can upload it and get a basic Resumation profile in under three minutes.
- Deep start: If they want to go deeper, most people capture 7–10 STAR achievements in about 15–20 minutes on a first pass. They can then come back and keep adding more stories over time.
Employees keep control of their stories. They can update and add new achievements over time and see exactly what is being used for internal talent decisions.
4
Is this a fully mature, off-the-shelf product?
The core profile experience and search are live and being used today. We're deliberately keeping the number of pilots small so we can evolve the product with real customers instead of guessing. You're not buying a slideware vision, but you're also not one of thousands of anonymous tenants.
5
Q: What about privacy and data ownership?
A: We offer two data ownership models - you choose based on your priorities:
Model 1: Company-Controlled (Traditional Enterprise)
- Your company owns all employee career data in your isolated instance
- Resumation processes data on your behalf
- Employees opt in under your privacy policy
- You control data retention if employees leave
- Best for: Companies wanting full data ownership and control
Model 3: Employee-Owned Profiles (Portable Career Model)
- Employees own their career profiles on Resumation
- Employees grant your company access when they opt into internal mobility
- Your company owns matching insights and hiring decisions
- Employees take profiles if they leave; you keep placement history
- Best for: Companies offering career portability as an employee benefit
Key differences:
Most companies start with Model 1 for pilot simplicity, then evaluate Model 3 for enterprise deployment if they want portable career profiles as a retention tool.Both models use the same platform (employee profile builder + your HR portal). The difference is data ownership and what happens when employees leave. We'll scope the specific model during pilot discussions.
6
Do our employees know they're using Resumation or does it look like our internal tool?
You choose. We offer two white-label options:
- Co-branded (typical for pilots): Employees see "Build your career profile on Resumation for [Your Company]" - they know they're using a third-party tool that your company provides. Your HR team gets a fully branded portal for searching profiles.
- Fully white-labeled (enterprise): Both the employee experience and HR portal are fully your branded (your-company-talent.com). Looks like your internal tool, powered by Resumation under the hood.
Most companies start co-branded for speed (days to launch) and move to fully white-labeled if they want this to be a core part of their talent brand.
Next Steps
If this resonates, here's how to move forward
If you're tired of external hires for roles your people could fill, let's prove this works together. Book a 30-minute call to see a real profile and discuss a pilot, or email us with your company size, internal mobility goals, and timing.
Building the career data layer for internal talent mobility, so you can see and deploy the talent you already have with confidence.