Talendium Internal Talent Marketplace

Overview

Employees build profiles of their skills and aspirations, while teams post opportunities. AI recommends matches in both directions, and conversations and transitions take place in the platform. That gives organizations a way to surface internal candidates for more than permanent vacancies, including stretch assignments and short gigs.

Talendium claims internal fill rates of 30% or more and says projects can be staffed in days rather than weeks. Those are meaningful aims, but they are not a guarantee for a particular organization. The practical value depends on employees maintaining useful profiles and managers posting opportunities that people can actually pursue.

Key features

Skill profiles and matching

The Skill Passport builds and updates employee profiles from work history, projects, learning, certifications, and peer feedback. Matching considers both what employees can do and what they want to do, a useful distinction for career development as well as immediate vacancy filling. Skills inference and learning recommendations are also included.

Projects and mobility policies

Employees can opt into a gig marketplace for projects, alongside matching for open roles and stretch projects. Configurable talent policies are intended to stop managers from blocking employee mobility. That makes the product relevant to organizations trying to share talent across teams, though the policy configuration itself will need to reflect how each organization handles staffing and approvals.

Connections, oversight, and controls

Talendium says it connects with ATS, HRIS, payroll, and communication tools, including Workday, SAP SuccessFactors, Greenhouse, Lever, BambooHR, Slack, Microsoft Teams, and WhatsApp. It also describes SOC 2 Type II certification, GDPR compliance, regional data residency, audit logs, role-based access, and configurable retention policies. The company says every agent has a human-in-the-loop layer for sensitive decisions, a relevant safeguard for HR workflows.

Pricing

Talendium is paid, with custom pricing. The Contact sales plan has no published price and invites organizations to book a 30-minute demo. Sales is available Monday through Friday, 9am–6pm GMT. There is no free plan or trial described, so teams should expect to evaluate the product through a sales conversation rather than a self-serve tier.

That approach is better suited to organizations ready to assess a platform against their workforce and integration needs than to small teams seeking a low-cost, immediately priced tool. No seat minimum, usage quota, or contract term is stated.

Platforms

The product is available on web and through an API. No mobile apps are specified, so employees looking for a dedicated phone app should confirm whether the web experience meets their needs.

Who it's for

Talendium names HR leaders, talent acquisition, people operations, L&D, and compliance teams as its intended users, across organizations from 50 to 50,000 people. Its combination of role matching, project gigs, skills profiles, and mobility policies is most compelling where internal opportunities span multiple teams. Organizations that only need a conventional recruiting system or a simple mentoring directory may find its broader mobility focus unnecessary.

Pros and cons

• Pro: Matches cover open roles, stretch projects, and short-term gigs, giving internal mobility more scope than vacancy filling alone.
• Pro: Profiles draw on work, learning, credentials, and peer feedback, while matching reflects employee aspirations as well as skills.
• Pro: Configurable policies address the risk of managers preventing employees from moving into opportunities elsewhere.
• Con: Custom pricing and a demo-led buying process make cost comparisons harder for organizations that need a published per-seat price.
• Con: Web and API are the stated platforms; teams wanting a dedicated mobile app should check that limitation before choosing.

Alternatives

Browse the Talent Marketplace Software category to compare products by their place in this field. Choose Professional.me Internal Mobility if a published annual price matters: its Acquire & Retain plan costs 72.00 USD per year, billed at $72.00 per employee per year, or $6.00 per employee/month billed annually, and includes unlimited positions and candidates plus an internal talent marketplace and career path.

365Talents is another API and web option with custom pricing based on workforce size, modules, integrations, and support; its modules are priced individually, standard connectors are included, and commitments run 3 to 5 years. Consider PushFar if a free individual mentoring network is the priority: its Open mentoring network is free, while its organizational mentoring platform has custom pricing.

Workr Talent Mobility is a web-based alternative with pricing available by demo request. GoFIGR Talent Marketplace is a web product with custom per-employee monthly pricing based on headcount and requirements, and no large upfront licence fees. Clous Internal Mobility may suit teams seeking employee support and policy guidance: its Employee Experience plan is 9.00 EUR per month per covered employee and includes onboarding assistance and internal-mobility support.

Teammeter is a web-based freemium alternative with a free plan. Qooper is a paid mentoring option on Android, iOS, and web, with custom pricing based on program scope, participant volume, and organizational requirements.

Verdict

Talendium is a strong fit for organizations that want to turn employee skills and aspirations into movement across roles and project work, with policy controls and transitions in the same platform. Its breadth is the reason to choose it; custom pricing and the absence of a stated mobile app are reasons to look elsewhere if transparent costs or phone-first access are essential.