Esendia’s succession tooling is data-first without being cold. The organisation chart lets us surface internal candidates using verified skills, competency levels, performance, and even career aspirations—plus manager recommendations when we want context. I can compare candidates side-by-side on match percentage, time-to-readiness, prior roles, and preferences, then drop them into a four-stage career development plan and track progress. We can still show a 9-box; but the objective, skill-verified view is what really reduces bias. Flight-risk alerts help us get ahead of uncomfortable surprises, and the org chart makes gaps obvious. Review collected by and hosted on G2.com.

Scenario planning is good but I’d love a faster “what-if” mode for multiple simultaneous changes (e.g., two exits plus a reorg) with auto-updated readiness timelines. Review collected by and hosted on G2.com.