Most succession plans look good on paper. Very few survive a real resignation. TalentMapper shows you your N-1 risk, ready-now leaders, and time-to-coverage using the people you already employ.
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TalentMapper has been invaluable for gathering data.
Fodini Charalambous
Talent Business Partner
Org charts
Subjective nominations
Annual reviews
External search reactive
Resignations are sudden
Performance ≠ promotability
Internal talent is invisible
Boards want certainty
Live readiness mapping
Internal mobility signals
N-1 coverage clarity
Evidence you can defend
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Last updated at the offsite, already out of date
Relies on gut feel, not actual readiness signals
Long tenure doesn’t mean ready to step up
Collapses when the board asks who covers key roles
67% of employees leave because they see zero career path. Meanwhile, you're hiring externally for roles your current team could fill. TalentMapper surfaces the skills and potential already in your organisation.
Not "potential someday" — people who can step up now
With gaps flagged and development timelines
Know where you’re exposed before it’s too late
How long a role would be vacant if someone leaves
TalentMapper automatically identifies which employees have the skills for open roles and gives them a personalised career path. You fill positions in days instead of months, whilst cutting external recruitment fees.
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Succession that goes beyond the top team.
Readiness, cover, and risk visible when decisions are being made.
Increase security and reduce risk with an automated plan.
TalentMapper integrates seamlessly with the systems you already use.
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Connects to Workday, SAP, Oracle, and more
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Two-way sync keeps data current
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Enterprise-grade security and compliance
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Typically live in 2–3 weeks
Manual processes may seem fine, but they create inefficiencies that slow down decision-making and prevent internal talent growth. Talent Mapper automates career development and skill tracking, freeing up time for strategic talent management.
Talent Mapper integrates seamlessly with your existing tools to streamline talent management without adding complexity. It complements your HR stack by centralizing career development and skills data in one easy-to-use platform.
Yes, TalentMapper can be stand-alone or work with other HR technology platforms. The choice is yours.
TalentMapper integrates with the vast majority of HR tech. During onboarding, we will discuss which technologies you use and provide assurance of integration.
The platform uses generative AI to remove all bias when suggesting candidates for internal job roles, leaders for projects, or mentors/mentees. The platform has demonstrated that women are twice as likely, and folks of ethnic diversity four times as likely to be selected during the process.
Skills are verified through endorsement, much like they are on LinkedIn. Line managers are able to approve or question selected skills for each of their direct reports.
Yes. During onboarding we will discuss your reporting priorities and provide bespoke mock ups prior to delivering regular reporting.
Yes! We have built out bespoke Performance Management Systems for global organisations.
The system automatically matches individuals to roles based on skills and talent data, removing all bias from the process, and providing instant visibility of gaps within your succession plan (without the need for excel spreadsheets!)
User adoption sits at an average of 80% per organisation. We also have a dedicated Customer Success team who are tasked with driving this even higher.
Yes. The platform is adjustable to focus specifically on areas that are a priority across your organisation. We can also deliver a phasing approach to each segment of the platform during onboarding, dependent on your requirements and timelines.
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