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Succession Planning

During an industry-wide skilled labor shortage, companies should invest and focus on engaging and retaining its skilled workforce. The bigger focus should be on coaching skilled craft to take on leadership roles, to fill in the gaps, and to expand the company. For developing project managers, superintendents or any other role in construction, our succession planning software uses insights and analytics to fill future leadership positions from your own talent pool.

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Active Clients
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Projects Done
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Team Advisors
Your Features
01
Cloud Integration

Filter employees to fill open positions through our automated HR software.

02
Engage to Retain

Make your employees part of the succession planning process with competency-based talent pools and a Learning Management System (LMS) for career development and training.

03
Customized talent framework

Create your own talent framework and pipeline to qualify your employees and fill open positions. Only you know better.

01
Cloud Integration

Filter employees to fill open positions through our automated HR software.

02
Retain workforce

Make your employees part of the succession planning process with competency-based talent pools and a Learning Management System (LMS) for career development and training.

03
Customized talent framework

Create your own talent framework and pipeline to qualify your employees and fill open positions. Only you know better.

04
Stargazing

See the best fit from your rising stars with percentage ratings in a 9-box view.

05
Insights and Analytics

Weigh risks and fill open positions with current employees based on skills and ratings. Absorb external candidates with the skill base to strengthen your candidate pool.

06
Skills Analysis

Develop new leaders to take charge and pre-build the skills profile or build it within the succession plan. Be ready.

04
Stargazing

See the best fit from your rising stars with percentage ratings in a 9-box view.

05
Insights and Analytics

Weigh risks and fill open positions with current employees based on skills and ratings. Absorb external candidates with the skill base to strengthen your candidate pool.

06
Skills Analysis

Develop new leaders to take charge and pre-build the skills profile or build it within the succession plan. Be ready.

75%

SEO & Marketing

43%

Keywords Results

66%

Google Analytics

15%

Off Page SEO