OVI is the AI-native ATS where you chat to hire. Two AI agents — Sora for sourcing and Milo for screening — find candidates, score every CV, and run AI interviews, all controlled from a single chat.

What does "chat to hire" mean?

Chat to hire is OVI's AI-native hiring workflow: instead of clicking through a traditional ATS, you describe what you need in chat and OVI's AI agents source candidates, screen applicants, run AI interviews, and send outreach for you.

What is an AI-native ATS?

An AI-native ATS is an applicant tracking system built around AI agents rather than forms and pipelines. OVI's AI chat ATS lets recruiters source, screen, interview, and follow up through conversation — the agents do the work and surface only the candidates worth meeting.

Who are Sora and Milo?

Sora is OVI's AI sourcing agent — she scans LinkedIn, the open web, and your ATS history to find best-fit candidates and reach out in your name. Milo is OVI's AI screening agent — he scores every applicant against your rubric and surfaces a ranked shortlist.

How do OVI's AI interviews work?

OVI runs async AI interviews for every shortlisted candidate and returns scores, transcripts, and recordings — so your team only meets the people worth meeting.

1 in 3 Roles Filled Internally: How Eightfold AI Is Making Internal Mobility Stick

2026-06-19

1 in 3 Roles Filled Internally: How Eightfold AI Is Making Internal Mobility Stick

At Fortive, a global industrial technology company with more than 25,000 employees, one in three open positions is now filled by someone already on the payroll. That's not a soft policy goal — it's a measurable outcome, driven by an AI-powered skills graph that matches employees to opportunities they'd never have found through a traditional internal job board.

For most enterprises, internal mobility has lived in the "aspirational" column: a concept everyone endorses in talent reviews and then struggles to operationalize. The data gap is real — companies rarely know what their own employees can do beyond their current title. As a result, external hiring costs continue to climb while internal talent sits untapped.

Eightfold AI is offering a structural solution: a skills-intelligence platform that maps workforce capability at scale, surfaces internal candidates proactively, and connects learning investments to career movement. Three enterprise deployments — Fortive, Vodafone, and S&P Global — illustrate what that looks like in practice.

Fortive: Turning Rediscovery Into a Repeatable System

Fortive deployed Eightfold to solve a specific problem: too much external hiring for roles that existing employees could fill, and recruiters spending too much time sourcing rather than advising.

The results are among the most cited in the talent intelligence space. According to Eightfold's case study, Fortive now fills 1 in 3 open roles with internal candidates. "Rediscovery hires" — candidates identified through skills matching rather than active application — are up 70%. And recruiters are operating more efficiently: each recruiter is filling twice as many roles per month compared to before the platform rollout.

The mechanism is the skills graph: Eightfold ingests résumé data, employment history, and inferred competencies for every employee, then matches that profile against open roles company-wide — including roles the employee never applied to, and may not have known existed. Visibility replaces guesswork.

Vodafone: Reskilling at Scale, Measured by NPS

Vodafone's deployment shows what internal mobility looks like when it's paired with a deliberate reskilling strategy. The telecom giant used Eightfold to skills-map 24,000 employees — creating a dynamic picture of capability across a workforce that spans dozens of markets.

Approximately 500 employees have since transitioned into new roles through reskilling pathways enabled by the platform. Learning hours increased 67%, reflecting both the availability of targeted recommendations and employees' engagement with career development once they could see where it led.

The candidate NPS metric is striking: Vodafone's score moved from negative territory to +86. That turnaround reflects how much of the candidate experience in large organizations is shaped not just by offer outcomes, but by whether the process felt transparent and fair. When employees see that their skills are being considered for new opportunities — not just their titles — the perception of the company as a place that invests in people shifts measurably.

S&P Global: Skills-Based Career Pathing Meets Talent Design

On October 23, 2025, S&P Global announced a partnership with Eightfold AI to deploy a Talent Intelligence Platform focused on skills-based career pathing. The partnership is built around Eightfold's "Talent Design" framework — a structured approach to defining role requirements in terms of skills rather than credentials or tenure.

For an organization like S&P Global, which operates across financial data, ratings, indices, and analytics with a complex global workforce, the ability to define roles by skills — and then match internal talent against those definitions — is a meaningful step toward building what the industry calls a "future-ready workforce." The partnership reflects a broader shift among large financial services and information companies toward treating workforce intelligence as a strategic input, not just an HR function.

Industry Context: Why Skills Graphs Are Moving the Needle

The internal mobility challenge isn't unique to any one company. According to Eightfold (2024–2025), enterprises that deploy AI skills graphs typically see their internal fill rates improve by 15–25 percentage points — a range consistent with what Fortive and Vodafone have published.

The mechanics are straightforward: most enterprises undercount their employees' capabilities because their HRIS systems store job titles and org chart positions, not skills. Skills graph platforms ingest multiple signals — résumés, learning completions, project history, inferred adjacencies — to build a richer capability picture. That picture enables proactive matching, which is what converts "internal mobility as policy" into "internal mobility as operational outcome."

Eightfold reports serving approximately 100 enterprise clients, with estimated 2024 revenue of $96.6 million. The scale matters: a platform used across diverse industries generates enough data patterns to continuously improve its skills inference models — a compounding advantage over point-solution approaches.

Questions to Ask Your Vendor

If you're evaluating internal mobility platforms for an enterprise with 5,000+ employees, the Fortive and Vodafone cases suggest a few diagnostic questions worth asking:

What data does your skills graph ingest? Job titles alone don't capture capability. Ask specifically about résumé parsing, project history, learning completions, and inferred skill adjacencies.
How are internal candidates surfaced to recruiters? Passive matching — the platform flags candidates for open roles — typically outperforms active-search approaches for internal mobility.
How do you measure candidate experience? If the vendor can't point to NPS data or internal satisfaction metrics, that's a gap.
What does a reskilling-to-placement workflow look like? Vodafone's 67% learning hour increase suggests that mobility and learning need to be connected — not siloed in separate systems.
What's your enterprise reference base? Platforms with verified deployments at 25,000+ employee companies operate differently than SMB tools scaled up. Ask for references in your industry and size band.

Internal mobility has moved from talent strategy buzzword to measurable business lever. The infrastructure to make it operational — at scale, with defensible data — exists. The question for HR leaders in 2026 is whether they're building on that infrastructure or still hiring externally for candidates already on their payroll.