There comes a moment in every organisation when a key role opens up. Maybe someone’s been promoted, maybe someone’s moved on, or maybe it’s just time to scale. Regardless of the reason, the big question lands on the table: Do we promote from within, or bring in fresh talent from outside?
We hear this question all the time. And the answer isn’t as clear-cut as some would like. Both options have their merits — and pitfalls. The right choice depends on your company’s culture, urgency, and long-term goals.
The Case for Promoting from Within
Promoting internally comes with a big advantage: familiarity. You know the person. You know how they work, how they handle pressure, and whether they can thrive in your environment. They, in turn, understand the nuances of your company culture, your people, and your expectations.
- Speed: Internal hires generally hit the ground running. There’s less time spent onboarding, training, and integrating.
- Morale booster: Internal promotions show your team there’s room to grow. It encourages retention and fosters loyalty.
- Cultural fit: No guessing games — they’ve already proven they align with the company’s values and work ethic.
That said, promoting internally isn’t always sunshine and pay rises. Sometimes, the skills that make someone great in their current role don’t translate well into a more senior or different position. And, of course, there’s the risk of creating tension if others feel overlooked.
The Case for Hiring Externally
Bringing in external talent offers a shot of fresh perspective. New hires often come with experience from different industries, different company structures, and different challenges — and that kind of diversity can spark real innovation.
- Fresh ideas: Someone from outside your organisation brings new ways of thinking and often spots inefficiencies that have become blind spots.
- Specific skills: Sometimes the role demands expertise your current team simply doesn’t have — especially in fast-evolving fields like digital marketing, tech, or compliance.
- Avoiding the echo chamber: Internal promotions can lead to a culture that’s a bit too inward-looking. External hires can shake things up in the best way.
But let’s be honest: external hiring can be slower and riskier. A CV and a few interviews don’t always tell the full story. And getting someone up to speed — both practically and culturally — takes time.
So, What’s the Right Move?
There’s no one-size-fits-all answer. Here are a few questions to ask before making the call:
- Do we have internal talent ready to step up?
- Is time a factor — do we need someone effective from day one?
- Does the role require a new way of thinking, or a deep understanding of our existing culture?
- Are we trying to improve diversity of thought and background in leadership?
The best organisations take a balanced approach. They invest in their people, build clear progression pathways, and nurture leadership potential. But they also know when it’s time to bring in someone with a new toolkit.
We work with businesses to identify the best-fit solution — not just for now, but for the future. Whether you’re weighing up your internal options or looking for that standout external hire, we’re here to help you make the call with clarity and confidence.
