Occasionally it makes sense to move someone into a different role. As an example, an IC might move to a Lead role (or vice-versa!), or someone might move to an entirely different team or function, like an Engineer becoming a PM.

These kind of “internal mobility” moves can be great opportunities for everyone, but a few things need to be true for it to happen:

• There needs to be a real, bona fide need on the team they’re moving to. There should either be an existing open role, or the team Lead should go through the process to open one. We can’t just make up roles on the spot because of interests or whims.
• The destination Lead should be confident they’re the best fit. Sometimes this is having them go through an existing interview process versus external candidates, other times they can build conviction via other means (e.g., having the person do a rotation). This is ultimately the team Lead’s call, as they’re accountable for the person succeeding.
• The “source” Lead should be involved early, so they can be involved on timing and plan for backfill. We can’t just move folks whenever, without a plan for coverage.

These are necessary, but not sufficient, criteria for a move, and there may be differences in process and timing based on company need and circumstance.

Hexans who are interested in a move should take the initiative. They should talk to their current Lead, reach out to folks on the other team, and see if they can get some exposure via sitting in or shadowing.