Talent and succession
You see who will grow
Talent data you can base decisions on - and that employees never see.
- Who are your real talents? The answer changes depending on who you ask.
- Nobody is ready to take over your key roles.
- Every resignation comes as a surprise.
- The 9-box matrix is built on performance and potential, not impressions.
- The quarterly manager talent check goes through a calibration debate with HR: draft → debate → final.
- Key roles have a criticality checklist and named successors with a readiness level.
What you get
9-box matrix
A talent map built from performance and potential.
Quarterly talent check
Managers propose, HR calibrates - draft, debate, final.
Key roles
A criticality checklist: what happens if this person leaves.
Succession plans
Named successors including their readiness level.
Candidate checklist
What is still missing for a successor to be ready.
Retention risks
Where a departure is brewing - before the resignation letter.
Org chart
An organisational map with a talent overlay.
Talent data is for HR and leadership only. Employees never see it.
Related features
A dialogue from self-review to agreement, with a year of evidence attached automatically. Part of the platform - not its definition.
Personal goals tied to company KPIs with a quarterly check. Everyone knows what they contribute to - all year, not just in December.
Continuous SBI feedback, company-wide kudos and 360° rounds. Recognition and developmental feedback in one place - all year round.
It makes most sense on your own data.
Let's take 15 minutes and walk through it together.
A sample company with data, opens right after a short form.