Internal Job Portal at HelloFresh

Find your next career journey with us

Welcome to the HelloFresh Internal Job Portal!

We are excited that you are looking to pursue your next opportunity within HelloFresh!

We're here to guide you and provide answers to any important questions you may have about applying for internal roles. As you explore the site, you'll find valuable information on eligibility criteria, step-by-step application processes, practical examples, helpful learning resources, engaging communities, reliable support contacts, and a dedicated Frequently Asked Questions section tailored to internal applications.

Excitingly, we have a wide range of amazing opportunities waiting for you within our company. So, go ahead and scroll down to let us assist you in finding your next thrilling challenge!

Find what you are looking for

Found Here

Internal moves: refers to moves within our company through the application process for open vacancies. It's a chance to explore new horizons, with or without international mobility assistance and visa support. Whether seeking growth in your current location or a global adventure, we've got you covered.

Not Outlined On this Website

  1. Secondments: Internal moves involve employees being seconded to work in different locations for important assignments.
  2. Promotions: A career progression step that is initiated via a merit uplevel or merit role change through your performance cycle and not via an application.
  3. Rotations: Temporary role rotation for employee development purposes.

Start Here

Who is eligible to apply?

We encourage employees to pursue opportunities for growth and development within HelloFresh at a time that is right for the employee and for HelloFresh.  See the eligibility requirements below for applying to internal roles.

Tenure in role

It’s important for employees to have given their role a fair chance before applying for a new role.  Recommended tenure in role is:
→ CS6 and below: 6 months+
→ CS7 onwards: 12 months+

Contract staff or temporary employees may be considered depending on the circumstances and needs of HelloFresh. 

Visa process

Employees must have the appropriate right to work in the new location if applicable. The TA team responsible for the vacancy  will outline if visa sponsorship is possible and support the visa process. Relocation packages are defined by the entity where the vacancy exists

Step by step to apply to internal roles

Before you begin: Preparing Yourself for an Internal Move

We encourage you to have an open discussion with your manager about your interest in applying to other positions in HelloFresh. We recommend that the latest you should inform them is when you reach the final stage of the interview process for the new role.

Our differences makes us stronger; inclusion makes them matter. That’s why building a strong culture is important to us — once you join the flock, we have many ways for you to get involved and bring your “whole self” to your role. Our employee groups foster supportive environments for employees of various backgrounds, and have also led the charge on incredible programming and initiatives, both internal and external.

Step 1: Submit Your Application

Ready to apply?
Apply using our internal job board.
Please note: You will require access to Greenhouse for this, if you do not have access then contact your local TA team. 

If you have questions about the role, contact the recruiter listed on the job posting.
If you would like to keep your application confidential, please disclose this in your application. 

If you don't have a HelloFresh Group email address, you can apply via the external portal

Step 2: The Fresh Chat

Once your application has been submitted, the recruiter and hiring manager will carefully review your application.

The recruiter will book a Fresh Chat with all internal applicants to discuss:

  • Career aspirations
  • Is this role in line with your goals? 
  • Overall skills add 
  • Administrative requirements
  • Salary, relocation requirements (i.e. visa) 

After the Fresh Chat:
Following the Fresh Chat, the recruiter will inform the employee if they have been shortlisted (selected) for an interview, they will then undergo a streamlined interview process. The interview stages are determined based on the seniority and technical requirements of the position. Candidates will receive feedback either through the recruiter or the hiring manager.

If the employee does not meet the position requirements, the recruiter will book time with the employee to discuss rejection reasoning. 

Step 3: Skills Assessment

Once the internal employee has been selected to proceed to the next step of the interview process, the employee will normally undergo a shortened series of interviews specific to the role, such as:

  • Technical Interview or Test (if the skills required are not demonstrated in the current role);
  • Stakeholder Interview: Leadership Interview, Cross-Functional Interview, etc.

When to include your line manager:
If you have shared your application process with your line manager, it is encouraged that the line manager and hiring manager meet at this stage of the interview process to discuss your candidacy. 
If the application has been kept confidential, the employee is required to inform their manager of their application status once they have have been informed they are a finalist and before an offer is made.

Step 4: Offer Stage

If the employee is selected for the role:
The involved parties (Recruiter, People Partner, Hiring Manager, and Line Manager) will extend an offer. 

If the employee is not selected for the role:
The recruiter will share the initial round of feedback. The candidate also has the option to set up a follow-up call with the hiring manager to discuss the feedback more in detail.
It is encouraged that the employee discusses this feedback in future career development conversations with their line manager.

Step 5: Transition Plan

Transition Planning:
The Hiring Manager and the Line Manager will discuss the start date and create a detailed training & offboarding handover plan. 
A suitable time frame for both parties will be established, without exceeding the notice period that is indicated for your current position (unless for business critical reasons).

International Moves:
The Hiring Manager’s local Mobility Team and People Admin will be the primary points of contact during the transition. The receiving team’s entity will own the relocation process, working closely with the other entity’s HR department and the responsible recruiter. 
They will support you with the Visa applications and relocation support 


Compensation for the new role will be determined at the time of hire, taking into consideration lateral or vertical movement, cross country, levelling and a number of other factors, including the skill level of the individual hires. The recruiter will work with the local HRBP team and Rewards team to create a proposal, which will be shared with the hiring manager.

In many cases for lateral movements, compensation may not be changed due to the nature of movement and can be reserved until the next appraisal cycle. The compensation for the new internal role is determined by the new role’s salary band. Tenure and experience at the company should positively influence the decided compensation.

(For SE: The new compensation must be within the new band. It can never be less than the employee’s current compensation.) 

Additional Information (SE only)

The TA Team submits a hiring hearing to the Works Council, who will do a final review and approval of the internal hiring measure. Among others, the Works Council will verify that your compensation is within the band for your position, and that labour laws and internal agreements are followed (e.g. no limited contract for internal hires).

[Optional] If you wish to get an interim recommendation letter (Zwischenzeugnis), ask your current manager for it. If you require a draft please ask your HRBP point of contact. 

Cookin' Up a Career: Stories from across HelloFresh

Yentl Molenaar

Yentl's career at HelloFresh illustrates her dynamic progression from Brand & PR Manager to Global Head of Group Communications. Joining in 2019, she quickly took on new challenges, developed strong teams, and adapted to significant role changes. In this article, she talks about her professional growth and the support network that guided her, and she shares some insights for successfully navigating career transitions within a company. 

Resources for you


Read our FAQs to learn more about the program


You can access the Group policy document here 


Are you looking for inspiration from people who have taken a leap of faith and have embarked on an new internal adventure by applying to a new role? Check out our blog post sharing Inaara Visram's internal mobility journey


How to prepare for your next role at HelloFresh: 

This learning pathway provides you with the tools and support to need to grow and develop your career at HelloFresh, which can be done in more ways than one. If you are interested in applying to internal vacancies, it is highly recommended that you complete the learnings in order to best prepare yourself for the journey.

How to support your team’s growth at HelloFresh:

This learning pathway provides you with the tools and support you need to foster your team’s growth at HelloFresh. The modules will provide you with guidance on how to have growth conversations and support employees with mobility in the business. 


If you do not have an account, then follow this self-registration link to access the course material.

Have questions?

Reach out to your local Talent Acquisition team or send an email to one of the team inboxes below. They will respond to your request as quickly as possible.
Talent Acquisition
Talent Acquisition
Your key point of contact throughout the application process for candidates, hiring managers, and line managers, while also providing support for backfilling roles of internally relocated employees.
Yael Steinman
People Admin
Users can update reporting lines in Workday and make changes to contracts, including amendments and extensions.
HRBP Commercial
HRBP Commercial
Supports internal employees throughout the entire hiring process, particularly with employee relations and succession planning.
Supports internal employees throughout the entire hiring process, particularly with employee relations and succession planning.