The short answer
There is no universal answer. Internal promotion offers continuity and organisational knowledge, but leaves a vacancy and requires guidance. External recruitment brings new experience, but takes time and requires good onboarding. The right choice depends on available candidates, urgency, capacity for guidance, and the impact of the vacated position.
Bring one vacancy. In 30 minutes, we discuss where your recruitment is getting stuck, which approach could fit and your recruitment fee.
Two Routes, Each with Its Own Consequences
Creating or filling a project leader role seems like a simple decision. It isn't. If you opt for internal promotion, the problem shifts: the vacated position also needs to be filled. If you choose external recruitment, you start a process that demands time and attention. Both routes are legitimate – if you choose them consciously.
When Internal Promotion Makes Sense
Internal promotion works well if there is a candidate with demonstrable project experience, if the organisation can provide guidance, and if the vacated position is less critical or can be absorbed internally. The advantage is that the candidate knows the organisation, clients, and working methods. That familiarity can help, but the new responsibilities still require a clear induction plan. Discuss expectations and development paths explicitly – not retrospectively.
When External Recruitment Is the Better Choice
External recruitment is appropriate if there is no suitable internal candidate, if the role requires specific sector experience that is lacking internally, or if the organisation deliberately seeks renewal. Red Rocket combines organisational context, an AI recruiter, and targeted campaigns to reach the right profile. The personal assessment and follow-up are up to you as the employer or recruiter.
The Decision Framework in Practice
Ask yourself four questions:
- Is there someone internal with proven project experience or concrete development potential?
- Can the organisation support that person without burdening ongoing projects?
- What is the impact of the vacated position if there is an internal promotion?
- Is there an urgency that makes external recruitment faster than internal preparation?
Combining Approaches Is Also Possible
Some organisations opt for both: an internal candidate who progresses with external guidance, or an external project leader who mentors an internal candidate in the role. This requires clear agreements on roles and expectations. Discuss your situation and discover which approach fits. You can read more about solutions for technical staff shortages at UWV Labour Market Information – Solutions for technical staff shortages.
Frequently asked questions
What do I do with the vacancy created by internal promotion?
Map out that position before making the promotion decision. If that role is difficult to fill externally, it can delay or complicate the promotion. Factor that into your consideration.
How do I assess if an internal candidate is ready for project leadership?
Look at concrete situations: has this person made independent decisions under time pressure, managed stakeholders, and resolved deviations? Potential is valuable, but proven behaviour carries more weight for a leadership role.
What does external recruitment for a project leader cost?
Red Rocket typically works on a no cure, no pay basis, starting from 11% of the annual salary. The exact basis, budget, and terms are agreed upon in advance – with no surprises later.
