Succession Hub

Identify and develop future leaders and key role succession.

MangoApps

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Overview

Succession Hub is a premium enterprise application for strategic workforce planning, executive succession planning, and leadership pipeline management. Features include AI-powered leadership pipeline management, succession planning matrices, high-potential identification, and board-level reporting.

Learning Growth

Highlights

Build succession plans for critical roles and rank ready-now successors against a required bench depth.

Calibrate talent on a 9-box performance-potential grid with side-by-side employee comparison.

Spot single points of failure with coverage, bench-strength, and time-in-role risk reports.

Identify high-potential and flight-risk employees, then track their development programs to completion.

Assess readiness with custom competency frameworks and 11 assessment types, including 360° feedback.

Generate board-ready succession reports and query the pipeline in plain English with the AI agent.

Capabilities

Succession Planning

Succession plans for critical roles (role title, criticality, timeline, incumbent)
Criticality levels: Critical, High, Medium, Low
Succession timelines: Immediate, 1-, 2-, 3-, 5-year
Plan templates by role level (executive, senior mgmt, middle mgmt)
Ranked successors — primary plus backups — per plan
Emergency-succession flag with priority queue
Review-cadence scheduling (monthly/quarterly/semi-annual/annual) with auto next-review date

9-Box Talent Review & Calibration

9-box performance-potential grid (org-wide and per-plan)
Talent-review calibration with side-by-side employee comparison
Move reviewed employees straight into a succession plan or development track
Leadership assessments — 11 types incl. 360° feedback, potential, readiness, competency
Admin-authored competency frameworks

Candidate Readiness Assessment

Readiness levels: Ready Now, 1-year, 2-year, 3-year, Development Needed
Overall readiness score plus per-competency scores per candidate
Competency gap analysis vs. target-role requirements
Development plan with strengths and development areas per candidate
Readiness-change email alerts to HR/manager subscribers (opt-in)

High-Potential & Talent Pools

High-potential identification: Top Talent, High Potential, Emerging
Potential and retention-risk scores with flight-risk flag
Internal talent pools: diversity, skills-based, saved groups
Auto-populate skills-based pools from employee skill proficiency
Leadership development programs (enroll, graduate, effectiveness)
Development activity log (coaching, mentoring, stretch assignments, cost, status)

Risk, Coverage & Bench Strength

Succession coverage report (covered vs. uncovered critical roles)
Bench-strength score and succession-strength classification per plan
Single-point-of-failure detection (roles with no successor)
Per-role succession risk level: Critical / High / Medium / Low
Talent stagnation and time-in-role reports with stagnation-risk flags
Due-for-review and insufficient-candidate alerts vs. minimum bench depth

Analytics, Reporting & AI

Executive dashboard with pipeline health scores
Talent pipeline flow: Ready Now / Ready Soon / Developing
Retention-risk and development-ROI analytics
Succession metrics tracked over time (bench strength, coverage, readiness, retention)
Board-ready reports with PDF and CSV download
AI Succession Agent — plain-language pipeline queries plus admin readiness/plan updates

Transition Planning

Transition types: Planned, Emergency, Promotion, Lateral
Knowledge-transfer plan and milestone timeline per transition
Communication plan with stakeholder notifications
Transition risk identification and mitigation tracking

Limits & Specs

Default minimum successors required per plan: 2 (admin-configurable)
Analytics data retention: 24 months (admin-configurable)
Role levels supported: Executive, Senior Management, Middle Management
Succession urgency levels: Low, Medium, High, Critical
EPMS performance data feeds readiness scoring: Enabled by default
Report export formats: PDF, CSV, and plan CSV export
Pricing: License required (per-tenant opt-in)

Screenshots

Succession plans list — critical roles with incumbents, criticality, and review cadence

9-box talent matrix — performance vs. potential grid for succession planning

Succession coverage analytics — bench depth and ready-now coverage by critical role

Board report — executive-ready succession readiness summary for the board pack

Talent reports — succession readiness, 9-box, and bench strength views

Use cases

Critical role coverage

An HR VP identifies the most critical roles in the organization and builds succession plans with at least two ready-now successors for each, flagging any single points of failure.

High-potential development

A talent leader nominates employees as high-potential, enrolls them in development programs, and tracks readiness progression across quarterly reviews.

9-box calibration session

During a talent review, leaders place employees on the performance-potential grid, compare candidates side by side, and move reviewed people into a plan or development track.

Transition planning

When a senior director announces their retirement, HR activates a succession transition with a structured knowledge-transfer timeline and stakeholder communication plan.

Board reporting

The CHRO generates an executive report showing pipeline health scores, uncovered critical roles, and bench strength, then downloads it as a PDF for the board pack.

Talent pool management

HR maintains diversity and skills-based talent pools, auto-populating the skills-based pools from employee proficiency, and reviews them each quarter.

Resources

Succession Hub Datasheet (PDF)

Datasheet

Features, capabilities, pricing model, and FAQ on one downloadable sheet — share it with your team.

FAQ

Bench strength measures how well each critical role is covered by succession candidates. It factors in candidate readiness levels and how many candidates you have against the minimum bench depth required for the plan (2 by default, admin-configurable), and classifies each plan as weak, insufficient, adequate, strong, or excellent.

The 9-box grid plots employees on a performance-vs-potential matrix, org-wide or for a single plan's candidates. It pulls in both succession candidates and high-potential employees, and during a talent-review session you can compare people side by side and move them straight into a succession plan or development track.

Each candidate has a readiness level (Ready Now, 1-, 2-, 3-year, or Development Needed) and an overall readiness score derived from per-competency scores. Succession Hub compares those scores against the target role's required competencies to surface specific gaps, alongside the candidate's strengths, development areas, and development plan.

You can create internal talent pools of three types — diversity, skills-based, and saved groups. Skills-based pools can auto-populate from employee skill proficiency, so the pool stays current as skills data changes.

Yes. EPMS performance data feeds readiness scoring and high-potential identification, and this integration is enabled by default. Leadership assessments (including 360° feedback and competency assessments) are authored and scored in-app and link back to succession candidates and high-potential records.

Succession Hub includes an executive dashboard with pipeline health scores, talent pipeline flow (Ready Now / Ready Soon / Developing), succession coverage, retention-risk and development-ROI analytics, talent stagnation and time-in-role reports, and board-ready reports you can download as PDF or CSV. Succession metrics such as bench strength and coverage are also tracked over time.

Succession Hub is about who replaces your key internal people — critical roles, ready successors, readiness, and bench strength. Headcount Planner is about how many roles you plan and budget for and the hiring approvals behind them. Talent Hub is recruiting analytics for your external hiring pipeline. Use Succession Hub to protect against losing key leaders; use the other two to plan and fill open positions.

Succession Hub requires a license and is opt-in per tenant — an administrator enables it for your business from the Apps Marketplace, and it is disabled by default until then. Core modules (leadership pipeline, succession planning, leadership assessment, executive dashboard, development tracking) turn on with the app; advanced modules such as board reporting and transition planning are enabled separately in settings.

Employees have a personal succession profile showing the development programs they are part of and their own readiness assessments. Org-wide succession data — the full pipeline, other people's candidacy, and risk rollups — is restricted to admins, HR, and designated succession roles, and the AI agent enforces the same boundary.