know your next leaders before you need them
succession intelligence that watches criticality, readiness, and risk continuously, and compares candidates on evidence, so no critical role is ever one resignation from empty.
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the challenge today
most of your critical roles today have no ready successor
the criticality and risk matrix keeps the exposure visible: which roles matter most, how ready the bench behind them is, and where a single exit would hurt.
criticality and capability scores plot every key role, so the dangerous corner of the grid is never a surprise found during an exit interview.
concentration risk, skill half-life, and obsolescence feed the same view: a full bench of aging skills is still a red cell.
ready-now and ready-soon pipelines are tracked per role, so bench strength is a number leadership watches, not a hope.
candidates compared on evidence, not sponsorship
embedded AI compares nominees against the eligibility parameters you configure, drawing on assessed skills, delivered goals, and declared aspirations from axon.
the panel still decides. it just starts from the same evidence instead of competing anecdotes.
retire the annual succession binder
the shift is from hierarchy-influenced nomination to an agile, talent-value pipeline.
the stakes are documented: mishandled leadership transitions destroy an estimated $1 trillion in market value a year across large enterprises. a seven-country e-commerce group cut time-to-fill for critical roles by 30% after moving to nine-box talent mapping on entomo.
what boards and CHROs probe first
how current is the readiness data?
As current as the work. Readiness draws on live goal delivery, assessment results, and skill profiles in axon, so a pipeline weakens the moment its members stall, not a year later at review time.
can we keep our eligibility rules?
Yes. Comparison criteria are configurable: tenure, mobility, assessment thresholds, compliance requirements. The AI ranks against your parameters and shows its evidence; it never applies rules you didn't set.
what fills the gaps it finds?
Development, automatically proposed: individual development plans, gigs and rotations from the internal marketplace, mentors from the network. A red cell on the matrix arrives with the plan that turns it amber. see internal mobility →
is this only for the C-suite?
No. The matrix covers every role you flag as critical, and criticality is often highest below the executive layer: the plant director, the chief underwriter, the one architect who knows the core system.
what makes a successor ready?
readiness is evidence, not a nomination. entomo risk-scores critical roles, scores successor readiness on live goal delivery, assessment results and skill profiles in axon, and calibrates candidates in the nine-box. a pipeline weakens the moment its members stall, not a year later at review time, so no critical role is ever one resignation from empty.
further reading
never discover a gap at the exit interview
succession intelligence on the platform behind millions of users, Forrester-validated at the platform level.
map your critical roles →