Companies want internal candidates more than ever right now. If you are drafting your own internal job posting template, these 3 examples might help.

Before we dive in, let’s define what “internal job posting” means.

What is an internal job posting?

When you recruit from your current employee pool, instead of posting a job ad for external candidates…you might use an internal job posting. 

It could be in the form of an internal email, a post on an internal company page, or a posted note on your office bulletin board.

Note: Job posting templates (and software that helps you create them…like Text Analyzer) can save you LOADS of time, and keep your internal postings consistent, and bias-free.


3 Examples of an Internal Job Posting Template

I dug around for internal JD templates… and found 3 examples co.s use the most. Here they are:

1. An internal job posting email template

Many companies recruit internally…through email. For an internal job posting email, you will give a complete position description, with role details and info on applying, just like an external job posting.

But you can leave out sections like “About Us.” Here’s an internal job posting announcement email template you might find useful:

Internal job posting email template (source: Workable)

Email subject line: Internal job opening: [Job_title] / Looking for a new [Job_title]

Hi all,

As you may already know, there’s a vacancy for a [Job_title] in our [Department, e.g. Marketing Department.] Although we plan to publish this job opening to external channels, we strongly encourage any current employee who is interested in the role to apply.

Our new [Job_title] will work on the [e.g. Product Marketing] team and be responsible for [mention two or three main duties.]

To be considered for this role, you [mention must-have and nice-to-have requirements, e.g. should have experience monitoring and deploying software using Python or Ruby and be interested in learning more about virtualization and automation scripts.]

Click here [insert link to job ad] for a full job description.

To apply for this role, reply to this email by [date] with your resume and explain why you’re interested in this position.

Feel free to contact our HR team [include contact details] or refer to our company’s internal job posting policy [insert link or mention that you’ve attached the relevant file] if you have any questions about the position or the process.

Best regards,

[Your name]

[Your email signature]


2. A job description on your intranet (or corporate website)

If your company has an intranet for internal hires, you can post a job ad there. This way, proactive employees looking for transfers or promotions are likely to see it. And, this seems pretty obvious, but posting an open position on your company website is common too. Even if it is for an internal role.

Some companies include a special link for internal candidates to apply (vs. external). If everyone applies the same way, you can include “Internal Job Posting” language in the posting if you only want to recruit internally.

If you’re accepting external candidates too, you might include a line saying “current employees are encouraged to apply” or “qualified internal candidates encouraged to apply!”

No matter if you are recruiting via email, career site, or bulletin board…here’s a free internal job posting template to help get you started:

[Your logo]

Internal Job Posting — Confidential


[Here, insert the job title] 

Tip: keep the job title short, three words or less. 



[This is where you write a paragraph about the role.]

Tip: The job summary should concisely explain the job functions for the position. Including a job summary at the beginning of your JD helps to attract the right internal candidates.



[This is where you talk about your internal candidate.]

Include a sentence on:

  • what they will do
  • some goals they will reach for
  • how they work with the team (or other teams)

Tip: Look at other companies for inspiration. 



[Here is where you can list the duties for the day-to-day of the role.]

Tip: Keep your “responsibilities” lists short. Using more than 7 bullets might make candidates feel underqualified or overwhelmed.

Take a look at the example below:

  • Manages the finance function for the accounting team
  • Guides a team of managers and individual contributors
  • Consults with the executive team on financial plans
  • Manages vendor relationships and accounting



[This section is where you list basic qualifications and experience that make up the role requirements.]

For example:

  • A degree with a focus in accounting or finance
  • Experience in a finance function or other relevant area of business
  • Experience in people management
  • Experience with internal finance and accounting policies

Tip: Include your preferred requirements here or create a “Preferred Requirements” section if there are more than two. 



[List any perks your candidate will get if they join the team. Benefits might stay the same for internal transfers, but employees will still want to know they won’t lose out by applying. And if the new role is a promotion, there might be benefits they don’t currently have. It’s good to be detailed in this section.]

Here are some examples:

  • starting salary range of $75,000-$95,000
  • family health and pet insurance
  • employee wellness programs
  • parental leave
  • Paid time off

Tip: Even if it’s a range, list salary details. Candidates spend more time looking at it than anything else. 



[These are some optional sections you might use in your job description for your internal job posting.]

  • travel requirements
  • remote work policies
  • disability accommodations
  • how to apply



[Here, you can talk about yourself. But you might want to keep this section short if it’s only being used for internal job postings.]

Tip: Candidates will already know about the company. But, it’s a good idea to include some specifics about the team to encourage employees from other departments to apply.



[Most companies have an EEO or diversity statement. You can put yours here. Internal candidates care about inclusion & diversity too.]

Tip: You’ll find more examples in our blog 25 Examples of Awesome Diversity Statements.


3. A catchy job ad on your internal “notice” board

The simplest methods often gain the most attention. If your company has a bulletin board, you can use an internal job posting template to create a catchy ad…and pin it there. Not everyone is “in-office” since the pandemic, so you might have a digital bulletin board you can post to instead.

Get creative! Using catchy wording, listing key duties, and other valuable info (salary sells!) might catch the attention of someone who’s looking for a new internal role.

Here are a few examples from Canva (they have hundreds of job ad templates!):

Final Note: If you want to write better and bias-free job descriptions, here are some other best practices and examples.


Why I Wrote This?

Ongig’s mission is to help transform your job descriptions. Our Text Analyzer software can scan your JDs for missing sections (e.g., salary or EEO), create templates (for speed and scale), and scan for bias that might exclude diverse candidates (internal or external).

by in Job Postings

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