{"id":10646,"date":"2026-02-22T18:07:38","date_gmt":"2026-02-22T11:07:38","guid":{"rendered":"https:\/\/binus.ac.id\/bandung\/creativepreneurship\/?p=10646"},"modified":"2026-02-22T18:07:38","modified_gmt":"2026-02-22T11:07:38","slug":"hire-from-another-team-without-burning-bridges","status":"publish","type":"post","link":"https:\/\/binus.ac.id\/bandung\/creativepreneurship\/2026\/02\/22\/hire-from-another-team-without-burning-bridges\/","title":{"rendered":"Hire from Another Team\u2014Without Burning Bridges"},"content":{"rendered":"

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Source: https:\/\/www.jobsoid.com\/mass-hiring\/amp\/<\/p>\n

shared by: Nugroho J. Setiadi, PhD\r\nLinkedIn: https:\/\/www.linkedin.com\/in\/nugroho-j-setiadi-8b9b0116\/<\/a>\r\nGoogle citation index: https:\/\/scholar.google.com\/citations?user=7kvetHUAAAAJ#%21<\/a>\r\n\r\n<\/pre>\n\n\n\n
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You have an opening on your team, and the ideal candidate already works inside the company\u2014just not for you. Hiring a standout from another internal team can be smart, but moving too fast can be perceived as poaching or favoritism. Here\u2019s how to sensitively manage the politics of hiring internally.<\/p>\n
Start with the organization\u2019s needs.<\/strong>\u00a0Frame the move around what\u2019s best for the business, not just your team. Be ready to explain how internal mobility strengthens retention, development, and performance. This keeps the conversation from sounding self-serving.<\/p>\n
Confirm interest quietly.<\/strong>\u00a0Before looping in managers, make sure the employee actually wants the role. Ask about their goals and growth priorities without making promises. If they\u2019re not interested, you avoid unnecessary tension.<\/p>\n
Approach the manager with respect.<\/strong>\u00a0Be transparent and early. Share your thinking, ask for their perspective, and listen to their concerns. Don\u2019t give them veto power, but do acknowledge the impact on their team and discuss timing and transition plans.<\/p>\n
Prepare for pushback.<\/strong>\u00a0Decide how much relational capital this hire is worth. If you move forward, own the inconvenience you create and offer help to smooth the transition.<\/p>\n
Handle the aftermath thoughtfully.\u00a0<\/strong>If you already know who you want, don\u2019t run an interview process just for show. Be clear about your decision and prepared to explain it to others who weren\u2019t chosen or considered. Focus on clarity: why this person is the right fit right now, and what paths are available to others going forward.<\/td>\n<\/tr>\n
This tip is adapted from\u00a0\u201cThe Delicate Politics of Hiring Someone from Another Team\u201d <\/strong><\/p>\n
by Rebecca Knight<\/strong><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n
 <\/p>\n
Source: \u00a0Knight, R. (2026). The Delicate Politics of Hiring Someone from Another Team. \u00a0Harvard Business Review.<\/em> \u00a0From: https:\/\/hbr.org\/2026\/02\/the-delicate-politics-of-hiring-someone-from-another-team?utm_medium=email&utm_source=newsletter_daily&utm_campaign=mtod_&deliveryName=NL_MTOD_20260210<\/a> , Retrieved on Feb 10, 2026, 4:42 PM<\/p>\n
 <\/p>\n","protected":false},"excerpt":{"rendered":"
Source: https:\/\/www.jobsoid.com\/mass-hiring\/amp\/ shared by: Nugroho J. Setiadi, PhD LinkedIn: https:\/\/www.linkedin.com\/in\/nugroho-j-setiadi-8b9b0116\/ Google citation index: https:\/\/scholar.google.com\/citations?user=7kvetHUAAAAJ#%21 You have an opening on your team, and the ideal candidate already works inside the company\u2014just not for you. Hiring a standout from another internal team can be smart, but moving too fast can be perceived as poaching or favoritism. Here\u2019s […]<\/p>\n","protected":false},"author":4,"featured_media":10647,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[80],"tags":[],"class_list":["post-10646","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-article-2026"],"_links":{"self":[{"href":"https:\/\/binus.ac.id\/bandung\/creativepreneurship\/wp-json\/wp\/v2\/posts\/10646","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/binus.ac.id\/bandung\/creativepreneurship\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/binus.ac.id\/bandung\/creativepreneurship\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/binus.ac.id\/bandung\/creativepreneurship\/wp-json\/wp\/v2\/users\/4"}],"replies":[{"embeddable":true,"href":"https:\/\/binus.ac.id\/bandung\/creativepreneurship\/wp-json\/wp\/v2\/comments?post=10646"}],"version-history":[{"count":1,"href":"https:\/\/binus.ac.id\/bandung\/creativepreneurship\/wp-json\/wp\/v2\/posts\/10646\/revisions"}],"predecessor-version":[{"id":10648,"href":"https:\/\/binus.ac.id\/bandung\/creativepreneurship\/wp-json\/wp\/v2\/posts\/10646\/revisions\/10648"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/binus.ac.id\/bandung\/creativepreneurship\/wp-json\/wp\/v2\/media\/10647"}],"wp:attachment":[{"href":"https:\/\/binus.ac.id\/bandung\/creativepreneurship\/wp-json\/wp\/v2\/media?parent=10646"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/binus.ac.id\/bandung\/creativepreneurship\/wp-json\/wp\/v2\/categories?post=10646"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/binus.ac.id\/bandung\/creativepreneurship\/wp-json\/wp\/v2\/tags?post=10646"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}