Stop Hiring Externally for Work Your People Can Do

Gigs matches employees to short‐term projects based on skills and availability — powered by Fuel50’s responsible AI and skills intelligence. Managers post a project, the right people surface, work gets done. No contractors. No req approvals. No three‐week sourcing cycle.

Trusted by Today’s Leading Skills-Based Organizations

Why Organizations Like Yours Use Fuel50 Gigs

Managers need people for project work. Employees want exposure to new challenges. Without a system connecting the two, managers default to contractors and employees don’t know the work exists.

Staff Projects in Days, Not Quarters

Without Gigs, managers source manually — emailing around, checking with their network, or spinning up a contractor SOW. Gigs routes work to qualified internal people first. Projects start sooner. Costs stay lower.

Make Stretch Work Visible and Fair

Most internal project opportunities travel by word of mouth. That's not equitable and it's not scalable. Gigs surfaces opportunities based on skills and eligibility, so access doesn't depend on who you know.

Scale Without Losing Control

As more teams post gigs, governance matters. Audience targeting ensures only eligible people see relevant projects. Co-ownership prevents bottlenecks. HR gets oversight without becoming the traffic cop.

Post a Gig in Minutes. Get the Right People On It in Hours.

• Create and post short‐term projects in minutes with structured fields for skills required, time commitment, location, and business unit — so every gig is clear, searchable, and ready to staff.
• Control who sees each gig with attribute‐based targeting by location, function, or team — keeping it relevant, protecting privacy, and reducing noise across the organization.
• Manage everything in one place with simple list, edit, and delist controls — and let multiple owners share the workload so your internal gig marketplace scales without bottlenecks.

Surface the Internal Talent You Didn’t Know You Had — Matched by Skills, Not Just Availability

• Sets the foundation for skills‐based workforce agility by connecting employees to stretch assignments that align their aspirations with your highest‐priority work — powered by Fuel50’s curated skills architecture, people science, and explainable matching.

Find Out What People Are Saying

Building an internal gig marketplace is hard — especially at enterprise scale. Fuel50 makes it visible, governed, and impossible to ignore.

"If they go to LinkedIn and find a job, they’re gone in two weeks. If they’re on Fuel50 and find a job or a gig, they never leave, and you have more influence inside the organization."

Larry McAlister

Former VP of Global Talent NetApp

Built to Work with Your Tech Stack

Fuel50 integrates seamlessly with the HRIS, LMS, and clinical systems you already use — including Workday, SAP SuccessFactors, Oracle HCM, and Epic. We complement your core platforms without replacing them, so you go live fast with minimal disruption.

• Pre‐built connectors for Workday, SAP SuccessFactors, and Oracle HCM support secure data flows across your talent marketplace platform and core HR systems.
• API‐friendly architecture for custom integrations, so IT and HRIS teams stay in control.
• SSO support for secure, seamless employee access.
• Real‐time data sync for skills, roles, and organizational structure, keeping your skills intelligence platform accurate and audit‐ready.

Success Stories

Fuel50 powers talent mobility and gigs for today's leading skills-driven organizations.

How Lennox Increased Internal Mobility And Employee Tenure Using Fuel50

How AIB Group Used Fuel50 to Create Transparent And Consistent Career Levels

Smartsheet’s journey to creating an equitable employee experience

How UCI Increased Employee Retention with Fuel50’s Talent Marketplace

How CarTrawler Has Transformed Their Talent Experience with Fuel50

How KeyBank Uses AI to Help Their Employees Be CEO of Their Own Careers

FAQs

What business outcomes does Gigs drive?

Gigs lets you staff critical work faster, reduce external hiring costs, and unlock underused internal capacity so projects move without adding headcount. It strengthens workforce agility by connecting people to real work that advances priority initiatives — and builds skills in the process.

Why do organizations need internal gigs now?

Work changes faster than org charts. Without an internal gig marketplace, delivery slows, contractor spend climbs, and employees can’t see fair, transparent ways to contribute and grow.

How does Gigs reduce external hiring and overall cost to deliver?

By routing work to qualified employees first, Gigs cuts reliance on agencies and contractors while reducing time‐to‐staff on critical efforts.

How does Gigs improve fairness, engagement, and retention?

Gigs makes opportunities visible and explainable across teams, giving people equitable access to stretch work that builds experience and increases engagement and mobility.

How does Gigs ensure relevance and compliance at scale?

Audience targeting limits visibility by attributes like location, business unit, and function so only eligible employees see applicable gigs — improving relevance, protecting privacy, and reducing compliance risk.

How does Gigs support enterprise‐grade governance and collaboration?

Co‐ownership and centralized administration let teams share workload, keep applicants moving, and manage visibility without losing reporting continuity.

How do we prove impact from Gigs?

Track gig participation, adoption, and skill growth and connect them to business outcomes like faster staffing, reduced external spend, and improved delivery velocity.

Transform Your Workforce Agility Today

Talk to an expert and see how Fuel50’s Gigs unlocks internal capacity, cuts external hiring costs, and gives your people real work that builds real skills.