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
Reduce leadership risk by building skills‑based succession pipelines that surface ready‑now talent
Automatically identify and develop high‑fit successors for critical roles using skills, readiness, and mobility signals. Move faster when leaders exit, reduce external executive search costs, and build resilient pipelines that keep your business future‑proof.
Why organizations use Succession
Leadership transitions happen faster than pipelines can fill them—leaving critical roles vacant, external search costs rising, and institutional knowledge walking out the door. A skills‑driven succession engine closes the gap by connecting readiness signals to the right candidates before you need them.
Leadership exits create costly scrambles
Without a skills‑based succession engine, organizations rely on static charts, gut instinct, and expensive executive searches—delaying backfills and increasing risk when internal talent could step up.
Successor visibility is limited and biased
High‑potential employees are often invisible to succession planning because traditional methods favor tenure and politics over documented skills and readiness—so the best candidates get overlooked or leave. Without explainable, defensible matching logic, decisions can’t be trusted or defended.
Readiness is hard to assess at scale
Generic performance/potential boxes and annual calibrations can’t keep pace with shifting skill demands—without dynamic, skills‑based indicators, you’re planning for yesterday’s roles.
Build resilient leadership pipelines with confidence—and develop successors along the way
Use Fuel50 Succession to surface high‑fit internal successors quickly and fairly, while giving leaders clear visibility into who’s ready now and who’s next.
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.
“What really stood out was the collaborative functionality. Having one place where our team can search by skills, roles, or location and update in real time has been a huge win—it simplifies planning and ensures the right people are always top of mind.”
Miles Smith
Sr Manager Talent Management
Rush Enterprises
“Would you rather have your employees looking at LinkedIn, or looking inside Mosaic (Fuel50) to say what can I do next in a more structured and operational way.”
Larry McAlister
Former VP Global Talent
NetApp
See where Succession delivers outsized impact
If you need to reduce leadership risk, cut external executive search costs, and build fair, transparent pipelines for critical roles, Succession delivers outsized impact across these industries.
Manufacturing
Strengthen leadership depth across sites by surfacing ready‑now candidates for plant and operational leadership roles—reducing reliance on external searches.
Finance
Support risk, compliance, and transformation programs by building governed succession pipelines with explainable, fair matching—reducing leadership gaps during transitions.
Pharma
Build compliant, auditable succession pipelines with governed visibility and explainable, skills‑based readiness assessments aligned to regulatory and role requirements.
Tech
Ensure leadership continuity by matching successors to critical roles based on skills and aspirations, with transparent pipelines that adapt as priorities shift.
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 Simplifies Skills Creation, Mapping, and Governance, Saving Organizations Over 500 Business Days
LSEG Wins Prestigious Brandon Hall Group Award for Excellence in Technology
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 Honored with Bronze Stevie® Award at 2025 International Business Awards®
Fuel50 Unveils Insights: The Executive-Ready Analytics Platform Reinventing Talent Intelligence
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
The future of leadership isn’t static—it’s skills in motion. Don’t wait until it’s too late. Talk to an expert and see how Fuel50’s Succession builds stronger, more resilient pipelines for your business.
