On average, each internal move added five months of tenure. Multiply that across Lennox’s 4,800 tracked internal moves, and the company effectively retained more than 2,000 years’ worth of institutional knowledge.
Succession
Know who’s ready for a role before you need them
Succession builds leadership pipelines using skills and readiness signals — not static org charts or gut feel. When someone leaves, you already know who can step in. No expensive executive search. No six-month vacancy in a critical role.
Why organizations like yours use Succession
Leadership transitions happen faster than most organizations can respond. The average time to fill an executive role externally is 4-6 months. If you don’t have a pipeline ready, that’s 4-6 months of vacancy, lost momentum, and interim arrangements that everyone knows are temporary.
Leadership exits shouldn’t be emergencies
When a VP resigns and your response is “pull up the org chart and start calling recruiters,” that’s a planning failure. Succession builds pipelines before you need them. When someone leaves, you already have qualified candidates identified and developing.
Traditional succession planning doesn’t work
Static charts reviewed once a year. Subjective calibration sessions. The same five names surfacing because they’re visible, not because they’re ready. Fuel50 replaces this with skills-based matching that’s dynamic, defensible, and continuously updated.
The cost of getting it wrong is enormous
An unplanned leadership vacancy costs the organization in lost productivity, institutional knowledge, team morale, and external search fees ($100K+ for senior roles). Every month a critical role sits empty compounds the damage. Succession is insurance that pays for itself.
Pipelines that are ready when you are
Succession gives HR and leaders a clear, skills-based view of who’s ready now, who’s ready next, and where the gaps are — across roles, skills, and reporting lines.
Build reliable succession pipelines for critical roles – with skills-intelligent automation.
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Automate pipeline creation: Generate role-based pipelines by unit, function, or role—automatically filled with best-fit candidates powered by trusted skills data.
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Scale shared ownership: HR, managers, and execs can co-own pipelines with built-in notes, annotations, and communication tools. Accountability, distributed.
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Customize for your structure: Configure pipelines to suit roles, business units, or other company structures – plus integrate demographics for tailored insights. Succession your way.
Build strategic pipelines around the skills your business actually needs—today and tomorrow.
Fuel50’s Skills Pipelines surface candidates by skills, not job title. Roles evolve. Skills endure. That means your succession strategy stays focused on the capabilities that drive growth and competitive edge.
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Plan strategically: Search by skills to build pipelines around the critical capabilities you need now and in the future.
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Shorten time-to-fill: Find overlooked talent across the org with the exact skills to step in—fast.
Evaluate readiness in a fresh, skills-first way—beyond tired performance/potential boxes.
Fuel50’s Talent Matrix uses multidimensional skills data to show who’s genuinely ready for critical roles. It’s a clear, objective view of readiness—no politics, no guesswork.
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Assess readiness at every level: “Ready now,” “Ready soon,” or “Emergency coverage”—see it all at a glance.
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Make fair decisions: Reduce bias with skills-based indicators that keep succession planning equitable.
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Spot hidden talent: Uncover employees traditional reviews miss—but who have the signals to succeed.
“If you want to create a leadership bench or a talent pipeline in every department division, HR and talent teams can really get their arms around Fuel50 and utilize AI data to future-proof the succession pipeline.”
Nick Holmes
VP of Employee Experience
Fishawack Health
What’s at stake when a leader leaves and you’re not ready
External executive search fees:
$80K–$250K per role, depending on seniority.
Time-to-fill for external hires:
4–6 months average for director+ roles.
Productivity loss during vacancy:
Teams slow down. Decisions stall. Institutional knowledge walks out.
Retention risk:
When employees see leadership gaps go unfilled, confidence in the organization drops. The best people start updating their resumes.
The alternative: A ready pipeline means you can backfill a critical role in weeks — with someone who already knows the business, the culture, and the team.
How Lennox Increased Internal Mobility And Employee Tenure Using Fuel50
On average, at Lennox, each internal move added five months of tenure. Multiply that across Lennox’s 4,800 tracked internal moves, and the company effectively retained more than 2,000 years’ worth of institutional knowledge. Each goal added to an IDP was linked to 25 extra days of tenure, and each developmental action to another 17 days. Even a modest level of engagement—just a few goals and actions—could easily translate into an additional year of tenure for an individual.
Success Stories
Fuel50 is partnered with over 80 industry-leading brands.
University of California, Irvine
UCI is a strong advocate for learning, development, growth, and progression for students and employees alike. To ensure their employee experience is adequately supporting the needs and wants of their people, UCI conducts regular engagement and culture surveys.
CarTrawler
The team at CarTrawler noticed a common theme in their feedback surveys over the last few years – employees were craving career growth and development, but they lacked visibility into where those opportunities were and how they could access them. Marie Power, Director of Talent at CarTrawler, knew a complete…
Smartsheet
As Smartsheet continued to expand and grow, employees needed increased visibility into the opportunities available across the organization so they could discover future career paths, drive their own development, and take charge of their careers.
KeyBank
KeyBank needed a more modern way to align all employees across the organization, help them stay connected, feel included, and give everyone across the enterprise insight into their skills and capabilities.
Telecommunications Story
With Fuel50, this organization has created robust and diverse talent pipelines and made significant progress in succession planning across the business. Their HR department is now ready, armed, and able to focus on employee engagement and growth.
Relayr
As a fast-growing company in a highly competitive market, Relayr understands the importance of retaining skilled talent and they needed a solution that would broaden both their internal talent mobility and talent identification efforts.
Avalere Health
Avalere Health needed a way to scale skill identification in a highly acquisition-focused environment and understand what skill gaps they will need to close, to be future-ready. As a result, their overarching talent strategy needed to evolve.
NetApp
NetApp was looking to find a way to future-proof their talent. They wanted to enable and support internal talent mobility throughout their organization to ensure that they were developing and retaining their people.
Allied Irish Banks (AIB)
With a 94.72% uptake of the Fuel50 software and a new career structure, employees at AIB were empowered to develop their careers. Explore new opportunities, move in different directions, and progress in exciting ways.
Find out how Succession can transform your business
Succession FAQ
Succession surfaces high‑fit internal successors based on skills and readiness, building pipelines before you need them. When leaders exit, you already have qualified candidates identified—reducing time‑to‑fill and avoiding costly executive searches.
When employees see transparent pathways to leadership roles, they’re more likely to stay and develop internally. Succession connects mobility signals and development activity to pipeline visibility, showing people their growth matters.
Fuel50 replaces static org charts and subjective calibrations with dynamic, skills‑based pipelines. Candidates are matched using documented, defensible skills logic—not tenure or politics—so decisions are explainable, fair, and trusted by employees and leaders alike.
Skills‑based readiness indicators and documented matching logic ensure successors are selected on capability, not bias. The Matrix view provides objective assessment beyond traditional performance/potential boxes.
Mobility signals feed Succession pipelines so internal movement and skills growth automatically update readiness. Development activity shows who’s actively building the capabilities needed for critical roles.
Insights tracks internal fill rates for leadership roles, time‑to‑fill reductions, and external search cost avoidance. You can connect succession activity to retention outcomes and prove pipeline strength to stakeholders.
Co‑ownership features let HR, managers, and executives share pipeline management with built‑in notes, annotations, and communication tools. Centralized administration maintains reporting continuity as usage scales across business units.
Top Resources
Learn more about the industry and insights from the Fuel50 Team
Fuel50 Unveils Insights: The Executive-Ready Analytics Platform Reinventing Talent Intelligence
Fuel50 Simplifies Skills Creation, Mapping, and Governance, Saving Organizations Over 500 Business Days
LSEG Wins Prestigious Brandon Hall Group Award for Excellence in Technology
Fuel50 Honored with Bronze Stevie® Award at 2025 International Business Awards®
Fuel50 Partners with Visier to Drive Skills-Based Workforce Planning and Career Growth via Open Skills Initiative
Fuel50 and GTH Forge Strategic Partnership to Accelerate Skills-Powered Workforce Transformation Across Europe
Fuel50 Named a World Top WorkTech Vendor for 2025
Fuel50 Announces Launch of ‘Succession’: Modernizing Skills-First Succession Planning for Agile Enterprises
Fuel50 Unveils Bold Rebrand, Positioning Itself as Leader in Solving the Global Skills Crisis
Award Winning Talent Intelligence Company Fuel50 Unveils ‘Skill Inventory’: Revolutionizing Skills Management
Transform your Succession today
Talk to an expert and see how Fuel50’s Succession builds stronger, more resilient pipelines for your business.
