Know your bench strength
Succession Planning & Internal Mobility Software for Talent Readiness in an AI Era
Build a continuous pipeline of talent with connected performance, skills, and readiness data to easily identify and fill more critical roles, faster from within.
Stay ahead of talent gaps in a quickly changing environment
Identify risk early and build bench strength before critical roles are impacted.
Make confident, evidence-backed decisions
Evaluate readiness using consistent, real-time performance and skills data—not opinions.
Fill roles faster with internal talent
Surface the right people, with the right skills quickly to reduce reliance on external hiring.
Turn succession into continuous talent movement
Keep pipelines active and connect succession planning directly to development and mobility for a strong bench you can use when a new need comes up.
How it works
Capabilities that make every evaluation fair, grounded, and easy to run.
Go deeper, build your bench for more roles and succession coverage
Define the roles that matter most to driving your business outcomes and identify talent and readiness levels to build structured succession development plans. Easily track readiness and risk across the organization.
- Create and manage succession plans by role
- Track pipeline depth and readiness levels
- Monitor risk and impact of loss
Discover internal talent quickly
Find the right people with the right skills for the critical roles using a centralized view of performance, skills, and potential that is grounded in real work and always current.
- Centralized talent search across the workforce
- Visibility into employee performance, capability and skills levels
- Assign talent directly to succession plans
Evaluate readiness with consistent criteria
Replace subjective decisions with a standardized way to assess who is ready now and who needs development, based on the employee’s dynamic talent profile.
- Readiness level tracking
- Risk and impact of loss indicators
- Consistent evaluations across the organization
Build and maintain a continuous talent pipeline
Keep succession plans up to date as your workforce evolves—so you’re always prepared for what’s next in the AI-era.
- Continuous plan updates and management
- Dynamic successor pipelines
- Real-time visibility into talent readiness as the employee and their work evolves
Turn succession insights into internal mobility action
Use succession insights to drive internal movement and development before roles are open. Don’t just consider it, actually act on internal mobility. See who has the right skills needed to achieve your business outcomes and put the right person on your critical priorities.
- Assign employees based on their strengths and potential and track development
- Identify mobility opportunities across the organization, potentially outside of a traditional path
- Connect your high performers to opportunities to demonstrate their skills and capabilities
Go deeper, build your bench for more roles and succession coverage
Define the roles that matter most to driving your business outcomes and identify talent and readiness levels to build structured succession development plans. Easily track readiness and risk across the organization.
- Create and manage succession plans by role
- Track pipeline depth and readiness levels
- Monitor risk and impact of loss
Discover internal talent quickly
Find the right people with the right skills for the critical roles using a centralized view of performance, skills, and potential that is grounded in real work and always current.
- Centralized talent search across the workforce
- Visibility into employee performance, capability and skills levels
- Assign talent directly to succession plans
Evaluate readiness with consistent criteria
Replace subjective decisions with a standardized way to assess who is ready now and who needs development, based on the employee’s dynamic talent profile.
- Readiness level tracking
- Risk and impact of loss indicators
- Consistent evaluations across the organization
Build and maintain a continuous talent pipeline
Keep succession plans up to date as your workforce evolves—so you’re always prepared for what’s next in the AI-era.
- Continuous plan updates and management
- Dynamic successor pipelines
- Real-time visibility into talent readiness as the employee and their work evolves
Turn succession insights into internal mobility action
Use succession insights to drive internal movement and development before roles are open. Don’t just consider it, actually act on internal mobility. See who has the right skills needed to achieve your business outcomes and put the right person on your critical priorities.
- Assign employees based on their strengths and potential and track development
- Identify mobility opportunities across the organization, potentially outside of a traditional path
- Connect your high performers to opportunities to demonstrate their skills and capabilities
How it’s connected
Unified Talent Profiles
A single, trusted view of performance history, skills, and growth potential so every succession plan is built on data from the real work, not the loudest voice
Skills Intelligence
See the skills of potential successors, readiness, and development goals to quickly understand who is ready now and who will be ready soon
Anytime Calibration
Standardized, consistent calibration outcomes give HR a credible source to determine who is ready anytime
Succession
All of this comes together in Succession: a view of your bench, with a clear plan for every critical role ready for you to action when needed
Why companies choose Betterworks
Betterworks helps organizations move from fragmented performance processes to a real-time system for alignment, coaching, and talent decisions. The result is faster decisions, better talent outcomes, stronger manager effectiveness, and a clearer link between people, performance, and business impact.
90+
NPS Score
99.9%
Uptime
24/7
Priority Support
"Partnering with Betterworks has allowed us to enable year-round performance conversations with our workforce. A dynamic platform where we can modify goals, track progress, and get feedback on a regular basis."
— VP of Talent Development, Intuit
"It's a really easy way to create and manage goals, document impactful conversations, and capture all the important parts of 1:1s."
— MaKayla Bigham, Sr. HRIS Analyst, Dairy Farmers of America
We always get asked these questions
What is succession and talent mobility planning software?
Succession and talent mobility planning software helps organizations identify and develop internal talent for the critical roles that drive business outcomes, ensuring continuity and reducing organizational risk. Rather than reacting when a key role is vacated, it enables a proactive approach — building pipelines of ready talent before gaps become urgent.
How is this different from spreadsheets or HRIS tools?
Spreadsheets and HRIS platforms are static and manual. Betterworks provides real-time visibility into employee performance, skills, and readiness drawn continuously from actual work — so succession plans stay current without a dedicated effort to maintain them, and decisions are grounded in evidence rather than last quarter's review summary.
How does this improve succession planning?
It provides visibility into employee performance, capability, and readiness across the workforce, making it easier to identify and move talent into new roles, assign employees to high-priority projects, or connect high performers to stretch opportunities — including paths that fall outside a traditional career trajectory.
How does this reduce reliance on external hiring?
By identifying and developing internal talent early, organizations can fill critical roles faster with people who already understand the business. Replacing headcount externally is expensive and slow — Betterworks helps organizations protect that investment by keeping internal pipelines active and development-ready before roles are open.
How easy is it to maintain succession plans?
Plans update continuously as talent data and business priorities change, reducing the manual overhead of keeping pipelines current. Because the underlying talent profiles evolve with the actual work, the succession view reflects the workforce as it is today — not as it was when the plan was last edited.
Related Resources
Go deeper on Succession
Facing succession planning challenges? Explore the top risks slowing your growth and how to build a stronger, future-ready talent pipeline.
7 min read
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HR drives succession planning by identifying critical roles, nurturing future talent, and ensuring leadership continuity through strategic planning.
7 min read
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Modern succession planning requires real-time visibility into readiness and bench strength. Learn how to identify ready-now talent and reduce leadership risk.
4 min read
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Build a continuous pipeline of ready talent — before your business outcomes are at risk
