Model the impact of appointments on organizational outcomes

Effective succession planning is strategic and outcome-focused: it ensures that the organization meets its intended performance goals and weathers unexpected shocks. It's led by in-depth understanding of the business' priorities and what they require from its leadership. It's informed by high-quality intelligence and prescient analysis of different candidates.

We take the unknown out of succession planning. Evaluate hard-to-assess skills. Understand the mindset that candidates bring to critical roles. Model how candidates are most likely to impact stakeholder relationships and outcomes. Take preemptive action to engage and retain your star performers.


Enhanced candidate screening for strength and range of soft skills and behavioral capabilities. Close mapping to your business' needs from the critical role, including its responsibilities and KPIs. Modelling to understand how senior appointments will impact executive team dynamics and outcomes.

Succession planning & talent pipeline development advisory

Comprehensive assessment of succession planning and leadership talent pipeline activities and maturity level, including risk mapping and industry benchmarking. Customize strategies to support your business' needs.

Select the right candidate

Avoid unexpected surprises

Honor your past, deliver your future


As ever, your insight is so valuable. You put data and science to the things that we know our leaders need to be. It has helped us make so many critical decisions.

CEO, Life Sciences

Identify top talent for critical roles

It's not enough to understand what a leader can do today. To deliver multi-year mandates, it's critical to understand how leaders are likely to change over time, perform in different contexts, and steer the business through unpredictable challenges.

Build strong internal pipelines to withstand negative shocks

Build and maintain an accurate and full picture of the capabilities of your full leadership bench and its pipeline. Foresee leadership talent pipeline vulnerabilities and close gaps in good time.

Implement strategies to engage and retain high-potential and high-performing internal talent. Gain insights to attract and effectively onboard high-priority external talent. Plan ahead for objectives like C-level diversity and the promotion of local talent.  

Manage role transition and evolution

Job roles are evolving at a faster rate than ever as the business context adapts to changing market conditions. Leverage dynamic competency frameworks to account for role evolution. Understand how talent evolves in your particular context, and what that means for how candidates are evaluated and selected.

Harmonize succession planning across your organization

Establish guide rails that ensure your global organization has the leadership talent composition and distribution it needs. Equip local leaders with toolkits that achieve sufficient harmonization and unlock the full value of localized knowledge.

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case study

C-level succession planning for private equity-owned life sciences business

A private equity investment group partnered us with the C-Suite of a mid-size portfolio company in the life sciences sector. The company had a new and relatively young CEO flanked by a senior leadership team high on technical and managerial expertise but low on scaling experience. The company needed to make some senior hires and to advance executive team alignment about the company culture.

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Frequently asked questions