Succession planning backed by data, not opinions
Align your succession priorities. Assess talent against the current and future requirements of their roles. Close gaps with 70/20/10 development plans.
Project or permanent · Your framework or ours · HRIS export ready
Click a role node to see its profile, or a readiness badge to see the gap breakdown for that career path.
Bench strength
See who's ready and who's not
Dual gap view
Current role and target role
Ranked candidates
By readiness, by gap size
Development path
70/20/10 plan per successor
Traditional succession planning relies on one opinion
A single leader picks successors based on gut feel. Bias creeps in, perception gaps get missed, and high performers leave because they were not on the radar.
Succession decisions rely on one leader's view.
Manager picks who moves up, perception gaps go undetected, high performers get overlooked, and the decision is hard to defend.
Multi-rater data replaces one voice.
Huneety combines 360 feedback with competency assessment. Self, manager, peers, and direct reports all rate against the target role's requirements. Evidence replaces opinion.
You don't know how ready your bench actually is.
Gaps are not measured against the future role. Promotion timelines are aspirational, not grounded in data.
See the gap for every future role.
Map current-role and target-role competencies. Huneety shows the gap for every talent in one view. Set realistic timelines anchored to measured readiness.
Development plans don't close the gaps that matter for promotion.
Generic L&D catalogs get consumed without moving the needle. Learning budget gets spent on popular courses, not on the career-path priorities that retain high performers.
IDPs tied to the career path.
Every gap becomes a 70/20/10 development action. Stretch assignments, coaching, and training all line up with the promotion target.
From competency map to development plan, in four steps
Huneety runs the operations. Your HR team focuses on the debrief conversations and the promotion decisions.
Map competencies for current and future roles
Import your framework or start from 1,700+ pre-built skills across core, behavioral, and technical competencies. Link each role to one or more target roles.
Launch 360 assessments for career readiness
Multi-rater feedback against the target role's competencies. Self, manager, peers, direct reports. Huneety handles setup, invitations, and reminders.
Visualize data for decision making
Dashboards show readiness by role, department, and talent. Identify who is ready now, who needs development, and where the succession pipeline is thin.
Run 70/20/10 IDPs to close gaps
Every gap becomes a development action. Stretch assignments, coaching, formal training. Managers validate the plan, HR tracks completion over the year.
See the gap to every future role, per talent
Dual-overlay gap analysis
Readiness dashboards across the organization
Gap analysis
Marcus LiuRegional Sales Director
Current role requirements
3/5
Gaps found
0.3
Avg gap
IDP ready
Auto-generated
Black bar = target level. Two views: current role readiness and next role readiness.
Focus the learning budget where it matters most
IDPs tied to career path gaps
Realistic timelines grounded in data
Strategic Thinking
Gap detected
−2 levels · soft skill
IDP action plan
70 / 20 / 10 framework
Lead a cross-team Q3 project
by Jul 15
Own the next quarterly business review
by Sep 30
Bi-weekly 1:1 with VP Strategy
ongoing
360° feedback debrief with manager
by Aug 15
Strategic Leadership 101 (4h video)
by Jun 30
Decision Frameworks (book)
by Aug 31
Delivery
Run as a project or embed permanently
Whether this is a one-off succession review or your annual talent rhythm, Huneety adapts to how you work.
Project basis
Run a succession review for a single cohort, department, or leadership tier. Fixed-scope engagement with reports and workspace handover at the end.
- 2 to 3 weeks from kickoff to debrief
- Hands-on setup and delivery from the Huneety team
- Reports and IDPs delivered per talent
- Workspace handover at the end
Permanent platform
Embed succession planning into your annual talent cycle. Track readiness year over year, monitor IDP completion, grow the framework with the organization.
- Annual subscription with all features included
- Year-over-year progress tracking
- HRIS export and ongoing data sync
- White-label for HR consultancies
Planning your next succession review?
Book a walkthrough. We'll show you a sample succession project in your industry and talk through the rollout.
Succession planning runs on the full platform
Competency Mapping
Map current-role and target-role competencies. Use Huneety's pre-built taxonomy or import your own.
Learn more →
360° Assessment
Career-readiness 360s score talent against current and future role requirements.
Learn more →
Skills Analytics
Organizational readiness dashboards. See bench strength and gap distribution across roles and departments.
Learn more →
Development Plans
70/20/10 IDPs tied to the measured career path gaps. Managers validate, HR tracks completion.
Learn more →
Common questions about succession planning
More on succession and leadership
From the blog
How 360 feedback improves leadership development
What changes when leaders see their competencies rated by their team. Practical examples behind the shifts that matter for succession.
5 pre-launch checks for your 360 assessment project
The decisions that stall 360 programs before they start. A checklist HR teams use to ship on time.
Ready to build a succession plan backed by data?
Book a demo. We'll show you how Huneety orchestrates competency mapping, 360 assessments, and IDPs into a measurable succession project.