Succession risk doesn’t announce itself. It resigns.
We map your leadership bench against the external market - who is ready now, who is two years away, and where the gap becomes a risk.
READINESS CATEGORIES
Most succession conversations start the day a seat opens. Ours start two years before. The intelligence is the same research engine - applied to your bench instead of the market.
WHAT IT ANSWERS
If this seat opened tomorrow, who is ready from inside the organization?
Which candidates in the external market are within 12 months of being ready?
Where does a development gap become a retention risk?
Is the succession plan on paper the same as the succession plan in practice?
READINESS FRAMEWORK
Three categories. One honest picture.
Ready Now
Meets the standard today. These are the names you can move on immediately if the seat opens.
Ready in 1-3 Years
The candidates who need one or two more cycles to be ready. These are the names worth developing and watching.
Emerging
Early-stage candidates with the profile - but not the reps. The names worth tracking before a competitor does.
WHAT YOU RECEIVE
Bench map against the seat standard
External candidate pool for each readiness category
Development gap analysis
Succession risk assessment
Competitive intelligence on candidates currently in the market
A readiness review with the practice team
When the intelligence says the answer is outside your walls, the search runs through our Executive Search practice - same evidence, same definition of winning, no restart.
See how the search runs →60%+ of the Fortune 500 have used Qualigence · 85% retention on placed candidates at 24 months, firm-wide · In executive search since 1999
Aledria Howard
Practice Leader
Aledria Howard leads the practice after more than a decade inside life sciences recruiting teams - pharma, medical device, and clinical organizations. She runs the searches where quality, regulatory, and clinical execution decide outcomes, and designs the screens that test for it.
Book a call →
