---
title: Glossary for talent mobility
description: "Talent mobility: A structured approach to discovering, developing, and positioning employees for internal opportunities such as leadership roles, succession planning, projects, and career growth. It ensures readiness, resilience, and business continuity."
---

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# Glossary for talent mobility

**Talent mobility:** A structured approach to discovering, developing, and positioning employees for internal opportunities such as leadership roles, succession planning, projects, and career growth. It ensures readiness, resilience, and business continuity.

**Talent discovery:** The process of identifying employees with the roles, skills, competencies, and potential to take on future roles, using AI-powered search.

**STAR (Strategic Talent & Roles):** A system for identifying critical roles and critical employees. Roles are critical for their operational impact, while employees are business-critical and hard to replace.

**Critical role:** A position essential for business continuity and success, where losing it without a successor creates immediate risk.

**Critical talent:** An employee whose skills, knowledge, or relationships are hard to replace, requiring proactive development and backup planning.

**Talent pool:** Groups of employees shortlisted for future opportunities based on skills, competencies, and potential fit for critical roles.

**Talent pipeline:** A structured path that prepares employees for future roles, ensuring a steady flow of succession-ready talent.

**Talent pipeline stages:** The defined phases in a pipeline that show an employee’s growth journey towards role readiness.

**Readiness statuses:** The current readiness level of an employee within the pipeline, showing progress and preparedness for new roles.

**Readiness tracking:** A structured way to measure how prepared an employee is to step into a new role, replacing informal or ad-hoc assessments.

**Successor:** An employee identified as a potential replacement for a critical role, based on readiness and potential.

**IDP (Individual Development Plan):** A personalized plan outlining learning goals, career aspirations, and development activities to prepare employees for future opportunities.

**Career aspirations:** Employees’ stated goals and desired career paths, used to align organizational opportunities with individual motivation.

**Succession planning:** The process of preparing employees to step into critical roles when vacancies occur, reducing disruption and safeguarding continuity.

**Leadership bench:** A pool of employees identified and developed to take on leadership roles as the organization grows or transitions.

**Developmental pipeline:** A structured framework that prepares employees for future roles through defined stages of learning, practicing, and readiness.

**AI recommendations:** Marissa AI-powered suggestions that identify suitable employees for roles, pipelines, or talent pools using data-driven insights.

**Role readiness:** The level of preparedness of an employee to take on a specific role, often mapped to readiness statuses.

**Pipeline movement:** The progression of employees across readiness statuses within a talent pipeline.

**Internal mobility**: The movement of employees across roles, departments, or geographies within the organization, distinct from external hiring.

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