How to request internal transfer?

Hi there,

This is more common than it feels, especially in umbrella firms, and starting the conversation early is reasonable.

The key is to frame this as exploration, not a request to move now.

When you reach out to HR:

• Say you’re settling in well and are early in your role
• Explain that you’ve learned about an adjacent group that aligns closely with your long-term interests
• Ask about the process and timing for internal mobility rather than approval

Keep the tone neutral and forward-looking. HR conversations are usually confidential by default, and it’s fine to say you’d like to keep this discussion confidential while you understand how things work.

What to avoid for now:

• Don’t involve your current manager yet
• Don’t criticize your current team
• Don’t ask for an immediate transfer

HR will guide you on typical tenure, performance expectations, and when your current team would need to be involved.

If you’d like, I can help you draft a short message to HR that strikes the right tone.

Best,

Evelina

The fact that the consultant you spoke to transferred himself and said it is common is a great sign. It means the culture supports people moving around internally. That is half the battle right there.

Two months is early, I won't lie. But starting a conversation is not the same as asking for a transfer. You are not saying "move me now." You are planting a seed. Big difference.

Keep the HR outreach simple. Something like, "Hi [Name], I was chatting with [Consultant] about the work your team does in [domain] and found it really aligned with my background. Would love to learn more. Do you have 15 minutes for a quick chat?" Notice you are not saying "I want to transfer." You are saying "I am curious." That is a much softer way in and gives you room to explore without committing to anything.

In the actual conversation, let your interest do the work. Talk about why the domain excites you, how your life sciences background connects to what they do, and ask smart questions about their projects and team. If the vibe is right, drop something like, "If opportunities come up in the future, I would love to be considered." That is enough. HR will get the message.

Now the tricky part. Keeping your current team out of it. Don't put anything in writing that could get forwarded. Ask HR to keep things discreet. Any good HR person will understand. But in smaller firms things can leak, so be mentally ready. If your manager does hear something, just be honest and frame it simply. "I am enjoying the work here, and I got curious about what [other firm] does because it overlaps with my interests." That is not disloyal. Most senior leaders actually respect that.

And one more thing. Keep doing great work in your current role. Nothing kills an internal transfer faster than your current team being happy to let you go. You want them to say "we would hate to lose this person." That only happens if you are delivering right now.

This is a sharp move—identifying a better domain fit early on, especially within a parent company structure, shows strong awareness. The fact that transfers are common is your biggest asset, but the two-month tenure is the single biggest headwind you face.

Here is the strategic way to handle the HR conversation, acknowledging that internal moves trigger a very specific set of politics.

Do not approach this as a lateral job application or an escape. You must position this as strategic professional development that benefits the overall corporate family. The goal is not just to transfer; the goal is to land in the right place while preventing your current team from viewing you as an immediate flight risk.

When you contact the HR person, you need to ask about the formal internal mobility policy and the timeline for domain-specific movement. Use language like: "Given my background and the immediate alignment of my long-term career goals with [Target Firm’s] sector expertise, I am eager to maximize my impact within the overall organization. Could you advise on the ideal timing and required process for initiating a domain-focused rotation or transfer?"

On confidentiality, be realistic: while the initial HR conversation may be blind, if they decide to move forward, HR will almost certainly require sign-off or consultation with your current leadership (usually starting with the Partner/Director who manages your career track). Releasing an Associate Consultant after only two months costs the current firm money and looks bad on their recruiting stats. If they push back, the most common reason will be a mandatory holding period (often 6 or 12 months) to recoup recruiting investment. Be ready to accept a "plan to transfer at 9 months" arrangement if necessary.

All the best!

Hi there,

Before "committing" strongly to changing, you should frame the discussion with the HR as exploratory (i.e. I am exploring...considering... etc.), saying that you want more information and her point of view on how to make the move. You should have a clear rationale on why you want to make the move. Once you have a clearer idea on what is required and the process, you can follow-up with her on a later date with a stronger position on your move and start making things official

I recommend you casually have the transfer convo with a few more consultants in the firm to validate how easy it is to do it, and how political, before reaching out to HR. 

Depending on the firm, it's not a big deal or a huge deal. 

Once you clarify how that is approached by your firm, you will know better how to approach the conversation.

Best,
Cristian

hey there :)

Start with a discreet, professional email to HR framing it as exploring opportunities within the umbrella company given your interests and background. Emphasize your enthusiasm for the other firm’s domain, your skills, and your desire to learn more, without mentioning dissatisfaction with your current team. You can ask for an informational conversation first rather than directly requesting a transfer, this keeps it low key while opening the door.

If you want, I can draft a short sample email for you.

best,
Alessa :)