Should You Switch Teams — or Switch Companies?

External switching typically produces larger immediate salary jumps (15-25% average) because external hires are priced to market. Internal transfers usually offer 5-10% increases at most. However, internal moves preserve unvested equity, accumulated PTO, and institutional credibility — which can be worth $20k-$80k depending on your situation. The right answer depends on your current compensation relative to market.

The most effective approach is to frame it as a development need, not a dissatisfaction signal: 'I've been thinking about my growth and I'm interested in expanding my skills in [area]. I wanted to discuss whether an internal move might make sense, and get your perspective.' This preserves the relationship while opening the conversation. Avoid presenting it as a threat or ultimatum.

The practical minimum is 12-18 months — anything shorter signals instability. The optimal window for most professionals is 2-3 years, which is long enough to complete a meaningful project cycle and short enough to avoid plateau. At 3+ years without a title or scope change, active mobility planning is strongly recommended.

A good internal opportunity has: a growing team with executive sponsorship, a manager with a track record of developing people, a scope that requires new skills you want to build, and a clear path to the next level. A lateral trap has: stagnant headcount, unclear ownership, or a manager who is new or politically weak. The internal mobility score weights all of these.

Generally no, until you have a specific opportunity to discuss. Premature disclosure reduces your leverage and can affect your performance review cycle. Once you have a specific role in mind and have had preliminary conversations with the target team, a transparent conversation with your manager becomes appropriate and often necessary.