Name critical roles
Start with the roles where a sudden vacancy would hurt most, then define success in each using role success profiling, so every candidate meets the same standard.
Assess the population
Potential successors complete one behavioral assessment, read for leadership potential. Everyone is measured the same way, so people a nomination round would miss are seen too.
Read the bench
The Leadership Potential Dashboard shows potential across the organization and by division, so you can see cover for each critical role and where it runs thin.
Act and review
Calibrated talent reviews turn the evidence into decisions: development for near-ready successors, external search only where the bench is genuinely empty. Reassess on demand, not once a year.
Evidenced decisions
Every name on the plan has assessment evidence behind it, so a promotion call holds up when the board asks.
- The same standard for everyone
- A record you can show
- Fewer calls made on reputation
A wider bench
Assessing the whole population, not just the nominated few, surfaces successors that managers did not put forward.
- Quiet performers seen early
- Fairer representation on the bench
- Less reliance on search firms
Live, not annual
Assess when you need to, so the bench reflects your people now rather than last year’s talent review.
- Reassess after a restructure
- Add new cohorts as you grow
- No waiting for the cycle
Easy to run
With training and support from us, your HR team reads the evidence and runs the reviews without outside help.
- Results flow into your HR system
- Feedback your team can deliver
- Support when you need it
“The people who have built this business will retire, and their knowledge will walk out of the door with them. Having a clear view of who can step into those roles is critical for us.”
“Saville helps us find people sooner and accelerate them.”