Secure critical roles before they open up.
Succession planning and business continuity for your most critical roles. Identify successors, map their readiness against the skills each role actually demands, and build talent pipelines so no key position is ever left exposed - grounded in SOLOMON's real-time skills intelligence.
Schedule a demoSuccession planning for critical roles
Identify your business-critical positions and the successors who can step into them. Build and maintain succession plans that keep leadership and specialist pipelines ready.
Readiness mapped to the role, not a label
Every candidate is placed as ready now, ready in 1-3 years, or ready in 4-5 years - measured against the specific skills each critical role demands, at the proficiency it demands, using SOLOMON's real-time skills graph.
Continuity risk alerts
Surface single points of failure before they become a crisis. Get proactive alerts when a critical role has no ready successor or when flight-risk signals rise.
Pipelines that build themselves
Connect succession gaps to internal mobility, learning, and mentorship - so successors are developed continuously, not scrambled for when someone resigns.
From exposed role to ready successor, in four steps.
Mark what's critical
Flag the roles the business cannot afford to leave open, with the time each would take to fill and the impact if it stayed empty.
Discover the field
The engine ranks your workforce against each critical role and surfaces a shortlist - people whose skills genuinely fit, including close and transferable ones, not just exact-title matches.
Judge the readiness
Shortlisted people are scored in depth against the role's skill requirements, then reviewed by a named person. A recommendation nobody has approved is never counted as a ready successor.
Close the gap
Each successor gets a development plan built from the exact gaps between where they are and what the role needs - courses, projects, and mentorship, not a generic checklist.
AI in people decisions is about to be regulated. We built for that first.
Succession is a high-stakes, high-scrutiny decision, and in Europe it is becoming a regulated one. Workforce Continuity is designed around the record-keeping and human-oversight expectations for high-risk workforce AI - so the evidence you would need is produced as you work, not reconstructed under pressure later.
Decisions you can reproduce
Every AI-assisted recommendation and every human decision is written to a tamper-evident record: what was decided, on which inputs, by whom, under which scoring version. Exportable, and verifiable.
People are told, and consent is recorded
Nobody is quietly assessed. When someone is considered, they are told plainly what it is, and a plan is only created once they have agreed - with their consent kept on record.
You hold the dial
The weights that decide how candidates are ranked are yours to set per workspace, versioned and auditable - so the reasoning behind a ranking is always something you can show, not a black box.
Workforce Continuity narrows a field, structures the judgement applied to it, and documents the reasoning. It supports your succession decisions - it does not replace the people who make them.