A Bench That's Ready Before You Need It
Know who steps up before you need them — key positions mapped, candidates scored on readiness, high-potentials on the 9-box, and coverage gaps surfaced before they become crises.
See Succession Hub In Action
Build succession plans for critical roles, track each candidate's readiness, place people on a 9-box grid using their performance reviews, compare candidates in talent reviews, and share board-ready reports.
What Succession Hub Helps You Do
Map Key Positions
Identify positions critical to the business — leadership, mission-critical individual contributors, specialized roles — and track coverage status.
Build The Bench
Identify candidates for each key position. Capture readiness, development plan, and the gap between current state and target.
Score Readiness
Readiness on every candidacy — Ready Now, Ready in 1, 2 or 3 Years, or Development Needed — set by HR and read beside each person's latest performance review.
Find High-Potentials
9-box and other talent-segmentation grids to identify high-potential employees, plot performance vs potential, and visualize the talent landscape.
Plan Transitions
Manage planned leadership transitions, retirement timelines, and contingency plans. Coverage gaps surfaced before they become crises.
Report To The Board
Board-level reporting on succession coverage, key-position risk, and bench strength. Quarterly or annual cadence with confidence levels.
One App, Three Audiences
For HR & People Strategy
Run the succession process — key positions, candidates, reviews, and transitions.
- Key position management — define, classify, and prioritize.
- Candidate management — identify, score, develop, track.
- Succession reviews — periodic review cycles with structured conversations.
- Transition tracking — planned and contingency transitions with timeline visibility.
For Executive Leadership
Strategic visibility into leadership risk, bench strength, and pipeline health.
- Bench strength — by function, by org, by readiness level.
- Coverage gaps — positions without ready successors flagged with risk level.
- 9-box review — performance vs potential across the leadership pipeline.
- Board reporting — confidence levels, coverage scores, key-position risk.
For Managers
See where their own team stands, read-only.
- Team view — their own direct reports' high-potential, assessment and candidacy records, read-only.
- Mail about their reports — flight-risk and programme updates for the people they manage.
How Succession Planning Works In The System
Succession Hub In Practice
A practical scope check: what the app covers, which controls matter, and the workflows teams usually run first.
Core workflow
Create succession plans for critical roles with candidate readiness assessments.
Controls that matter
Reporting & Analytics includes Succession coverage report (covered vs. uncovered critical roles) and Board-level reports (PDF and Excel/CSV download).
Scope and specs
Useful specs: Default minimum successors required per plan: 2 (admin-configurable); Analytics data retention: 24 months (admin-configurable); Succession urgency levels: Low, Medium, High, Critical.
Critical role coverage
An HR VP identifies the ten most critical roles in the organization and creates succession plans with at least two ready-now candidates for each.
High-potential development
A talent leader nominates employees as high-potential, assigns development programs, and tracks their readiness progression over quarterly reviews.
Leadership assessment calibration
During a quarterly talent review, leaders place employees on a performance-potential matrix and discuss development actions for each quadrant.
Connected To The Rest Of MangoApps
← Performance
The 9-box places people by their latest completed Performance Management review, read live.
→ Employee Data
Org structure, manager hierarchy, and employee class drive candidate visibility and successor matching.
REPLACES POINT TOOLS
One succession system instead of a deck the CHRO updates twice a year
Most companies run "succession planning" out of a slide deck that's months out of date the moment it's reviewed. Succession Hub keeps the bench in one place — critical roles, ranked successors, readiness and every change to it, beside each person's latest performance review.
Workday Succession
Succession module inside Workday HCM
- Readiness sits on each candidacy with its full change history, beside the person's latest performance review — not a once-a-year nine-box slide
- Frontline pipeline visible alongside HQ — no separate licensing model for non-corporate seats
- Deploys in weeks on the platform you already run, not a 9-month HCM module rollout
SuccessFactors Succession
SAP SuccessFactors talent module
- A successor who leaves stops counting toward every role's bench at once, instead of at the next quarterly calibration meeting
- Replaces a heavyweight SuccessFactors add-on with a feature your existing platform already runs
- Successor profiles carry leadership assessments, development programmes and readiness history — not just review scores
Saba Cloud (Cornerstone)
Talent and succession module
- One identity perimeter instead of bridging Cornerstone, your HRIS, and a separate succession dataset
- Ask AI answers who is ready now and which roles have nobody from the live bench — not a spreadsheet export
- Per-employee suite license covers it instead of an enterprise Cornerstone add-on per seat
ClearCompany Succession
Succession-planning module in a talent management suite
- Development programmes and activities for successors are tracked in the same app, with each participant's time elapsed and rating
- Critical-role coverage updates automatically as people are hired, promoted, or leave — no manual deck refresh
- One per-employee price covers succession plus performance, skills, training, and recognition
PowerPoint nine-box + Excel bench
The DIY succession exercise
- Live, queryable bench — not a slide deck stale within a quarter of the calibration meeting
- Change history of who changed a successor's readiness, rank or priority, and when — available if a decision is challenged
- Coverage gaps for critical roles flag automatically when readiness drops or someone exits
PLATFORM ADVANTAGE
Succession Hub inherits everything else MangoApps already does
A standalone succession tool has to build, buy, or integrate each of these. Succession Hub gets them for free because the platform already runs them.
Identity & SSO
SAML/OIDC SSO, MFA, and SCIM provisioning already cover every employee who might appear on a slate. No separate identity perimeter to maintain.
HRIS-synced org
Critical roles, reporting lines, and successor relationships follow the live HRIS — bench data stays fresh through transfers, promotions, exits.
Performance signal
The 9-box reads each person's latest completed performance review live, so the bench is read beside how people are actually doing.
Change history
Changes to a successor's readiness, scores, rank, development priority and target date are recorded with who made them and when, and shown on the successor's page.
Mobile app & notifications
Employees see their own succession profile, assessments and programmes on their phone in the same branded app; HR gets email alerts.
Alerts on what changed
Readiness changes, flight risk, coverage gaps and upcoming vacancies are emailed to the people an admin chooses.
INDUSTRY FIT
Built for organizations where leadership transitions carry real cost
Succession Hub matters most where critical-role gaps cause measurable business damage — not just an HR planning exercise.
Healthcare
Department-chair, charge-nurse, and clinical-leader pipelines tracked against accreditation requirements with audit-ready documentation.
Manufacturing
Plant manager, line supervisor, and quality leader benches tracked with cross-plant visibility — so a retirement doesn't surprise the executive team.
Financial Services
Branch manager, regional leader, and compliance officer pipelines with a recorded history of every readiness change.
Technology
Engineering management and product leadership benches with leadership assessments and development programmes tracked beside each successor.
Public Sector
Civil-service leadership pipelines with the documentation and audit trail public accountability requires.
Retail
Store manager and district leader benches tracked from associate level up — visible to district VPs from the same app the floor uses every shift.
WHY MANGOAPPS WINS
One platform beats a stack of point solutions on every axis
The argument finance, security, HR, and the CEO all share — and the one a succession point tool structurally cannot answer.
Cheaper than the stack
One per-employee suite license replaces a Workday or Cornerstone succession module and the performance module beside it.
More secure
One identity perimeter and one set of roles and permissions across every slate, placement, and successor note. Nothing for security to re-certify.
Easier to deploy
Already deployed if you have MangoApps. Define critical roles, map them to the existing org, run your first calibration on real data the same month.
Easier to use
Executives and HRBPs review benches from the same app they already use — not a separate succession console nobody opens between cycles.
Easier to manage
Talent admins configure slates, readiness criteria, and calibration cycles from one console — using the live HRIS as the workforce of record.
Easier to extend
Move someone from a talent review straight into a succession plan or a development programme, and export board reports to PDF or CSV.
AI is actually better
The Succession Agent answers coverage, readiness and risk questions from the live bench, and changes nothing until you confirm — offered only to the people who maintain succession data.
Succession Hub Screenshots
Real product screens from Succession Hub workflows, pulled from the app screenshot gallery.
Ask Questions With Succession AI
Succession Hub has a paired AI agent for key positions, candidates, readiness, coverage, and risk — same data, same permissions as the app.
Succession AI
Key positions, candidates, readiness, coverage, risk.
Customer Success
How Customers Use It
Customer Case Studies
Video Case Studies
Customer Case Studies
Customer Case Studies
Customer Case Studies
Customer Case Studies
MangoApps has enabled us to better engage with our employees, which is crucial. People today are very quick to move if a company’s culture doesn’t suit them. You have to understand who your staff are and what they want, otherwise you’re going to battle to retain them.
Alistair Mackenzie
Founder & CEO
Full House
Frequently Asked Questions
Strategic workforce planning, executive succession, and leadership pipeline management. Used by HR and executive teams to identify key positions, develop high-potential employees, plan transitions, and report bench strength to the board.
HR sets each candidate's readiness on the candidacy — Ready Now, Ready in 1, 2 or 3 Years, or Development Needed. It is a judgment, not a calculated score; leadership assessments and the 9-box, which reads each person's latest performance review, sit beside it.
The 9-box plots performance against potential to identify high-potentials, solid contributors, and at-risk patterns. Used for talent reviews, succession candidate identification, and retention strategy.
A succession review records the plans it covers, its findings and its action items. Completing it keeps a snapshot of the figures as they stood and stamps each covered plan's last review date; candidates and readiness are updated on the plans themselves.
Board-ready reports on key-position coverage, bench strength by function, and succession risk with confidence levels. Quarterly and annual cadence. Exports for board decks.
The agent answers questions about critical-role coverage, candidate readiness and bench risk, and can update a candidate's readiness or a plan's status after you confirm. It is offered to the people who maintain succession data. See the agent page for the full capability list.
Let's Talk
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Prefer to explore first? Ask AI about Succession Planning Software & 9-Box Talent Review →