AI Infrastructure
Phenom's Ontologies tie a skills gap directly to the development content that closes it, so a named successor's plan is specific to what they're missing, not a generic course assigned to everyone on the list.
Build your next leaders.
The answer to who's ready for your critical roles lives in a few leaders' heads, and it goes stale the day after the talent review. Phenom builds your succession plan from skills data across the whole company, so readiness is something you look up, not something you remember.
Everyone suspects the bench is thin. Nobody can prove it.
The talent review takes weeks of leadership time and produces a deck. Then nothing happens until next year. When a critical role opens, no one on the plan is ready, so you hire from outside and pay a premium. Phenom ensures you know who’s ready now by keeping succession planning current between reviews: suggested leaders, readiness backed by data, and gaps you can spot early.
Succession that covers the whole company and stays current.
See the whole bench, not a partial view.
Most succession slates are built from the people a leader already knows, so the strongest candidate two departments over never comes up. Phenom suggests successors from across the company, matched on skills, experience, and aspirations. Then it rates how ready each person is, and shows the evidence behind the rating.
Suggested successors Phenom looks across every function and location.
Readiness on the record Ready now or ready in a few years, with the evidence behind each call.
Aspirations included Plans reflect who actually wants the move.
A succession plan that outlives the meeting.
Leaders meet to rate readiness and name successors. Then the grid lives on a slide, the notes on paper, and someone re-types it all. Run that review in Phenom instead: changes save as you discuss them, decisions land as you make them, and the succession plan is still accurate months later when someone needs it.
The review runs in Phenom Decisions land in the plan as they're made.
Nothing to re-enter What you decide in the meeting is recorded in the meeting.
Current between cycles The plan reflects today, not last year's review.
See the risk before someone leaves.
The hardest roles to fill are often the ones where the people in them are closest to retiring. Phenom shows you which roles are critical and how deep the bench is under each one, then puts named successors on a development path while there's still time.
Critical roles defined See which roles in each department would hurt most to lose.
Depth you can measure Bench strength stops being a feeling in the room.
Development attached Every named successor gets a plan built around what they still need.
Built so a skills gap points straight to what closes it
Development plans tied to the specific gap identified, integration with the systems already tracking performance, and slates visible only to the leaders named to see them.
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Integrations
Learn morePhenom connects to your HRIS and performance management systems, so a succession plan reflects real performance history, not a rating entered once a year.
Security & Trust
Learn morePhenom is SOC 2 Type II certified and GDPR and CCPA compliant, with AES-256 encryption. Succession slates are visible only to the leaders named to see them, not the broader organization.
Succession that runs on data.
15k
active succession plans
30k
employees with potential ratings
300+
talent reviews conducted in the past year
I think this is a really different view than what you get in a lot of HRMS models. You can get 'succession planning' really anywhere, but what you miss is having a snapshot view of an organization.
See the skills succession requires.
Give us the roles that are most important for business success, and we’ll show you the skills that are necessary to make sure you backfill appropriately.
The bench shouldn't be a guess.
Book a demoFrequently Asked Questions
AI succession planning uses skills and workforce data to identify, assess and develop the people who could step into critical roles, and keeps that plan current between talent reviews. Phenom Succession Planning suggests successors from every function and location, backs each readiness call with evidence, and attaches a development plan to every name.
Your HCM stays as the system of record, and you still make the calls on who's genuinely ready and who belongs on the slate. Phenom suggests successors from across the company, keeps readiness current between reviews and attaches development to every name. Phenom syncs succession data both ways, so successors you hold in your HCM carry over, and decisions made in Phenom go back. Talent reviews run in Phenom, so what you decide in the meeting is recorded in the system. As Siemens Healthineers puts it, "You can get 'succession planning' really anywhere, but what you miss is having a snapshot view of an organization."
The two work together. Skills are the foundation, and Phenom also weighs experience, career trajectory, readiness, manager input, and the career goals employees set for themselves. What employees say about their own skills is one input, alongside manager endorsements, work history, learning activity and role data from your system of record, so every profile is built on evidence rather than one person's opinion. Managers and HR still decide who makes the slate. The recommendations widen the pool beyond the names a leader already has in mind.
Yes, using the data you already have. Phenom watches for quiet signals, such as a profile that stops getting updated, development tools nobody opens or a career path that stops moving, and flags them early so you can have the retention or succession conversation before someone has made up their mind. Phenom also shows which roles in each department would hurt most to lose and how deep the bench is behind them, so bench strength stops being a feeling in the room.
Yes. Every named successor gets a development plan built around what the target role requires, with course recommendations for the specific gaps they need to close before they're ready. Phenom's AI Ontologies tie each skills gap directly to the development content and guidance that closes it.
No. You can buy Phenom Succession Planning on its own. It connects to Career Pathing and Talent Marketplace if you add them later, so the successors you name pick up a development path and see the internal opportunities that fit them.
Yes. Access to succession data is set by role, so plans, ratings and readiness views are visible only to the people you choose, and succession slates are visible only to authorized leaders. Phenom is SOC 2 Type II certified, GDPR and CCPA compliant, and protects succession data with AES-256 encryption.
