Succession Planning
Know who is ready for the seat before it opens, so when someone asks what happens if a leader leaves, the answer is already clear.
Trusted by 5,000+ hiring teams worldwide.
Monica ReyesMRSuccession / VP Revenue successor slate
Who is fit for VP Revenue?
Cole Jennings
91 · ready now
Danielle Fox
84 · ready now
Devon Brooks
72 · 1–2 years
Kayla Bell
68 · 2+ years
Rachel Kim retires Dec 31
36 people affected
1 critical seat · 4 candidates scored on skills, 360 and performance
What actually happens
For every critical seat.
- 1
Mark the seats you cannot lose
Flag the roles where a sudden exit would hurt, and Xobin tracks their risk and current bench depth.
Succession / Critical seatsCritical seatsSeatIncumbentRiskBenchVP RevenueRachel KimVacating3 readyVP EngineeringAndre LewisLow2 readyHead of BillingLuis FerrerHigh0 readyVP ProductGrace TranMedium1 readyControllerHannah PikeLow2 ready - 2
The bench is scored, not guessed
Candidates for each seat are ranked on assessment results, 360° feedback, performance history and readiness horizon.
Succession / Bench VP RevenueTyler Nash ready now88 fitBianca Ortiz 6 months76 fitEthan Brooks 12 months64 fitExternal benchmark71 fitTyler clears the leadership rubric; gap is enterprise pricing exposure.
- 3
See the transition before you make it
Pick a successor and the chart shows the knock-on moves and the second vacancy you are about to create.
Succession / Transition previewPreviewSarah Miller
Chief Executive
Tyler Nash
VP Revenue
promotingSales Lead
opens 04 Apr
Ethan Brooks
AE
Andre Lewis
VP Engineering
Priya Raman
Staff Eng
Luis Ferrer
SRE
Grace Tran
VP Product
Devin Cross
PM
Nina Alvarez
Design
What you get out of it
Never be surprised by a key departure again.
- 2–3successors per critical role
Every key seat carries a named, scored slate instead of a hopeful guess.
- ~60%faster backfill
When a leader moves, the fit ranking and readiness notes already exist.
- Evidencebased fit
Readiness comes from assessments and feedback, not from who is most visible.
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From startups to global enterprises, organizations worldwide rely on Xobin to make confident talent decisions every day.
We have a wide range of processes across both tech and customer-facing roles, making training programs a significant investment for us. Xobin helps us ensure their effectiveness.”
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“We were on a tight deadline and had to have an employee testing tool that I could implement quickly. Xobin delivered. It's a good platform with proctoring and support at an excellent cost/benefit ratio.”
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“We have a wide range of processes across both tech and customer-facing roles, making training programs a significant investment for us. Xobin helps us ensure their effectiveness.”
“Xobin covers almost every technology and role we need for internal evaluations. The platform's security features ensure reliable, cheat-proof assessments, giving us confidence in the results.”
Before you ask.
By impact of a vacancy, scarcity of the skill and time to replace. Those weights are configurable, and the flagged list is reviewed by leadership.
Demonstrated performance, the leadership competencies the role needs, and manager endorsement. Everyone else is placed at ready in one year or two-plus with the specific gap listed.
That's your call. Plans can stay confidential to HR and leadership, or be opened up as a development conversation.
Yes. Employee, manager and department data syncs from Workday, BambooHR, SAP SuccessFactors, HiBob or a CSV feed, so hierarchy and access stay current without manual upkeep.
Data stays inside your account and is never used to train models outside it. Xobin is SOC 2 Type II and ISO 27001 certified, with GDPR-aligned data processing and configurable retention.
Most teams are live in two weeks. The variable is usually your existing tooling and approvals, not the product itself.
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See it in action.
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What to expect:
- Get a personalized demo of Xobin
- Hear proven customer success stories
- Learn about pricing for your use case
- Explore Xobin's features in real-time
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