Why you’re smart for even thinking about this
You’ve probably already seen it in action: talented people who have capacity or ambition but nowhere obvious to channel it. At the same time, teams across the business are crying out for extra hands, fresh thinking, or specialist skills. An internal gigs or projects marketplace connects those dots. It’s one of the simplest ways to stretch capability, engage employees, and make your workforce more agile without needing a new headcount.
Just recognising the need for this puts you ahead of the curve. Most leaders still rely on rigid job titles and wonder why people feel stuck. You’re already thinking about how to open doors and unlock potential.
The DIY way
Here’s the reality if you try to do this in-house:
- Someone spins up a spreadsheet of “skills” and “availability.”
- Managers forget to share projects, or quietly give them to their usual go-to people.
- Employees spend more energy lobbying for gigs than actually learning.
- Approvals bounce between 10 different stakeholders, taking weeks.
By the time the right person is matched, the project has often changed direction or wrapped up. The employee is frustrated. The manager gives up. The spreadsheet sits abandoned until someone tries again next quarter.
Hidden cost: At least a part-time program manager ($50k) just to keep the wheels turning, plus lost manager time and productivity ($40-50k). Add it up and you’re burning around $100k a year to run what is essentially a fragile, manual solution.
The GoFIGR way
With GoFIGR, the admin vanishes and the marketplace runs itself:
- Employees can browse gigs that match their skills and career goals.
- Managers see real-time availability, not just whoever happens to be in front of them.
- The marketplace is live from day one - no spreadsheets, no politics, no endless chasing.
Instead of being an HR side project that collapses under admin, it becomes a genuine business capability. Projects move faster. Employees stay engaged. Leaders finally see the full depth of talent they actually have.
The DEI advantage
There’s another layer that makes gigs powerful: they’re one of the easiest and fairest gateways to advancement. Applying for a new role can feel like a high-stakes leap - and for underrepresented employees, the risk of rejection can be discouraging.
A gig is different. It gives someone the chance to build new skills, gain exposure, and grow their network in a lower-stakes way. That visibility often becomes the foundation for the next role or promotion. In other words: gigs aren’t just a resourcing tool, they’re a quiet but effective DEI strategy.
The smart move
So yes, you could keep patching together spreadsheets, chasing approvals, and spending $100k+ a year to run a process that frustrates everyone. Or you could give your people a live, fair, and scalable gigs marketplace that works out of the box.
If you’re serious about workforce agility and building careers from within, this is one of the most practical places to start.
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