We give you a live, evidence-based view of who's ready to step into a critical role — scored against the specific job, not a shortlist redone once a year.
Not for lack of care — succession gets discussed every year. But the answer usually lives in a talent-review slide, redone annually, built more on who's memorable than who's actually measured. By the time a role opens, the list is already out of date.
SmartShrubs scores every potential successor against the specific requirements of the role they'd step into, flags hard blockers honestly, and surfaces behavioural risk early — always with a documented human review path, never a silent flag. Rolled into one number your business can track continuously, not once a year.
Not a shortlist. A living readiness view.
Most succession tools stop at the top of the org chart. SmartShrubs covers mission-critical roles at any tier — exactly where confidence in the pipeline tends to be lowest.
A leader who hasn't cleared a defined competency is marked not-ready regardless of an otherwise strong score — never averaged away, never a silent default.
Continuously current, not a shortlist redone once a year at the annual talent review.
Risk flags require corroboration from more than one rater before they're finalised, and always resolve into a documented human review — never an automated verdict.
A live sample of the enterprise dashboard — gate status and behavioural-risk flags sit right next to every readiness score, never hidden behind a composite number.
of directors are concerned they won't have even one internal successor ready for a critical role.
— iMocha, 2026of CEOs and directors say succession isn't even treated as a business priority.
— Heidrick & Struggles, 2026of organisations globally feel confident in their succession pipeline below senior leadership — the layer where most critical roles actually sit.
— Deloitte Global Human Capital Trends, 2026of Indian family businesses have no clear succession plan at all.
— PwC, 2026Bundle succession as one module inside a much larger HR system purchase
A dedicated, live succession-readiness layer, not a bolt-on
Focus succession tracking on C-suite roles
Covers mission-critical roles at any tier, including below the C-suite
Show one composite score with no visibility into what's blocking someone
Flags the exact blocker — a hard gate that can't be averaged away
Let one evaluator's opinion decide a risk flag
Requires corroboration from more than one rater before any flag is finalised
Connect with us to see what Succession Intelligence could look like for your organisation.