PlatformDevelop & performSuccession PlanningNext moduleOffboarding

Succession Planning · Critical roles · Readiness · Risk

Bench strength you can show the board, and defend.

Critical roles, named successors, readiness, and risk, tied to performance and development data. Not a slide deck that ages the day after the offsite.

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3×

Faster internal fills when succession is visible

40%

Fewer "surprise" departures in critical roles (pilot)

1 view

From role risk to named successor to development gap

app.careersome.com / successionBENCH

Succession Readiness Board

Critical roles tracked · readiness reviewed monthly

Critical rolesBench depthReadinessRisksActions

Ready-now coverage64%

Single-point roles7

Bench growth+18%

Critical role mapHigh-impact positions linked to named successors

owner assignedreviewed

Readiness progressionDevelopment plans moving successors from 12 to 6 months

timelinementor set

Vacancy risk alertTwo roles require cross-training before Q3

high priorityexec review

Succession Planning

Before · After

Succession, before and after.

How succession is planned, todayBefore

A 9-box in PowerPoint nobody updates
Successors named politically, not assessed honestly
CEO asks "who's next for CFO?", you open three files
Diversity is an afterthought in the final slide
Development budget disconnected from bench gaps

Confidence in bench for top 20 rolesLow / anecdotal

How succession is planned hereAfter

Critical roles defined with impact and tenure risk
Readiness scores from performance + development, same record
Scenario planning: if she leaves in Q2, what breaks?
Diversity and geography cuts without a separate spreadsheet
Development budgets align to actual bench gaps

Confidence in bench for top 20 rolesHigh / evidenced

How succession works on Careersome

Five steps from org chart to funded plan.

Roles that stop the business if empty.

01 / 05

Impact, scarcity, and knowledge concentration, not every manager title is equal.

Critical roles, successors, and readiness, one view.

Identify roles that would hurt if they emptied tomorrow, assess readiness, and fund development, using performance and development data on the same record.

Critical role inventory

Flag roles by business impact and vacancy risk, not only org-chart level.

Named successors

Attach candidates with readiness notes, so "who's next" isn't only in a slide deck.

Readiness scoring

Combine performance, skills, and development progress, fewer political nominations.

Diversity and geography cuts

See bench coverage across dimensions, before the board asks.

Scenario planning

Model what breaks if a leader leaves in Q2, who steps up, what gaps open.

Development tied to gaps

Fund learning where bench gaps actually are, not generic training budgets.

Where succession is seen

Board packs, exec sessions, and private workflows.

Sensitive data stays permissioned, exports for the board without emailing spreadsheets.

PDF / BoardPack exports

DevelopmentIDP & readiness

PerformanceRatings feed

CompensationRetention risk pay

Careersome appMatrix & scenarios

StoriesTalent risk read

AnalyticsDiversity & cost

EmailExec summaries

APIBI handoff

AlertsBench drift

SlackPrivate nudges

ZapierCustom

Questions

Before you book a demo, what boards ask.

How sensitive is this data?

Role-based access, audit logs, and optional air-gapped exports, your InfoSec review is welcome.

Do we have to name successors publicly?

No, HR and exec views differ from line manager views. Employees see development paths, not necessarily "you're the heir."

Can we import last year's plan?

Yes, bulk import roles and names, then tighten readiness scoring in-product.

How does this help DEI?

Pipeline diversity and time-in-role cuts surface before promotion season, not after the fact.

What if we only have 50 employees?

Succession still matters, critical roles exist in every scale. Pricing scales with headcount.

Stress-test your top ten roles, in a private session.

Bring titles only, we'll show readiness views and scenarios without employee names on first call if you prefer.

Book a demo→See pricing