Talent Mapping & Succession Diagnostic

Know where talent risk is hiding.

A benchmark-informed diagnostic for professional-service firms, practice groups, and enterprise teams assessing succession, continuity, retention, and hiring risk.

Free diagnostic Industry benchmarking AI-assisted management brief

Start with the assessment. Use benchmarked reporting to focus the conversation.

This tool is built for directed use by professional-service firms: one-off business owners, practice leaders, HR teams, and larger enterprise clients that need a clearer view of succession, talent depth, retention exposure, and hiring priorities.

  • Individual firms can complete the assessment and receive a readiness report with benchmark-informed next steps.
  • Enterprise clients can invite multiple respondents and compare results by role, office, practice area, or team.
  • Management reporting can compare client results against internal response patterns and directional industry benchmark signals.
  • Aggregate reporting can include an AI-assisted benchmark brief to help prioritise succession, retention, talent mapping, or search support.
Role-basedassessment path that only asks questions the respondent can credibly answer
5professional-service tracks with industry-specific categories and recommendations
10management report modules for benchmark review, action planning, talent mapping, and search prioritisation
What The Report Shows

A clear read on where action is needed.

Each assessment produces a practical view of continuity risk, successor readiness, benchmark position, and hiring priorities.

1Risk score by succession, client transfer, bench, and hiring readiness.
2Industry benchmark read by respondent perspective, role category, and talent priority.
3AI-assisted management brief for enterprise reports, using aggregate scoring only.

Start your assessment

Choose the professional-services category that best fits your firm. The questions and report will adjust from there.

Want Help Turning This Into Action?

Use the assessment as the starting point for a clearer talent plan.

For a single owner-led firm or a full enterprise rollout, we can help interpret the findings, compare results to benchmark patterns, identify priority roles, and decide where succession planning, talent mapping, or a targeted search is needed.

For firm leaders

Clarify where succession, client continuity, and future leadership exposure are concentrated, then compare those risks against benchmark signals.

For practice and team leaders

Capture what those closest to clients, matters, accounts, and delivery see before it appears in management reporting.

For HR, operations, and hiring

Identify when to develop internal talent, build an external talent map, or begin a targeted search, supported by benchmark-informed reporting.

Privacy & Data Use

Built for confidential professional-services conversations.

The assessment is designed to surface organisational patterns, not to create a performance file on any participant. Enterprise reporting can be configured as anonymous or named, depending on what the client agrees to before participants are invited.

Participant clarity

Respondents are told how their answers may be used before they generate a report.

Anonymous option

Management reporting can show trends by role, office, practice area, or team without naming individual respondents.

Named reporting by agreement

Full transparency should be used only where the client has clearly chosen that approach.

Controlled access

Management reporting, exports, and consultant tools are separated from the participant-facing assessment.

How It Works

From assessment to action plan

1

Assess

Selected respondents complete an industry- and role-specific diagnostic on continuity, client transfer, bench depth, and hiring readiness.

2

Map

Responses are organized by firm type, respondent role, office, practice area, or business unit.

3

Prioritize

The report highlights where risk is highest and which roles require succession planning, industry benchmark review, AI-assisted management synthesis, or external market insight.

4

Hire

Priority gaps become targeted searches, talent maps, candidate profiles, or internal-development plans.

Client Assessment

Continuity & Talent Readiness Assessment

A structured diagnostic for professional-service firms that need to protect client relationships, enterprise value, and future leadership.

Completion 0%

Output: a confidential readiness report with risk flags, role-gap diagnosis, and recommended next steps.

Firm Snapshot

Complete this diagnostic to identify where client continuity, leadership bench strength, and future hiring needs may affect firm value.

Role-specific lens Select a respondent role and the assessment will add questions matched to what that person can credibly see.

Industry-Specific Lens

These questions adapt to the selected professional-services category.

Respondent Role Lens

These questions adapt to the respondent's role, so the tool captures the right evidence from the right people.

Succession & Continuity Context

Answer based on what you can credibly see from your role. If a question is outside your role, choose the not-sure option where provided.

Senior Leader Dependency

Relationship Transfer Risk

This section looks at how transferable the firm's client relationships and revenue base would be if a senior leader reduced their role.

Internal Bench

Hiring Need

Do not include sensitive personal information, client names, health information, compensation details, or privileged/confidential matter details in open-text fields. The purpose is talent and continuity planning, not individual performance tracking.

Confidential Continuity Assessment

Continuity & Talent Readiness Report

Readiness score
0 /100
Not generated
0100
Overall risk
Leader dependency
Transfer readiness
Bench strength
Industry lens
Role lens
Search priority

Want help interpreting this?

Review the results with a talent advisor and turn the highest-risk gaps into a succession, talent mapping, or search plan.

What this means

Immediate risks to address

    Industry-specific signals

      Respondent role perspective

        Priority diagnosis

          Readiness score breakdown

          Protect continuity

          Build the bench

          Map the market

          Recommended 12-24 Month Hiring Roadmap

          Sequence Role Why it matters Profile indicators

          Suggested candidate scorecard

            Discussion agenda for a follow-up meeting

              Recommended next step

              Consultant Workspace

              Client Talent Risk Report Builder

              Turn completed assessments into consultant-ready findings, category action items, search priorities, and management questions for the selected client.

              Enterprise rollout controls

              Before inviting participants, confirm the reporting approach with the client. Anonymous reporting is best for pattern recognition and candid participation. Named reporting should be used only where leadership has explicitly agreed to full transparency.

              Participant notice

              Tell respondents who is sponsoring the assessment, what will be reported, and whether their responses will be anonymous or named.

              Data minimisation

              Collect only what is needed for talent mapping: company, office, role perspective, category, and assessment responses.

              Access control

              Restrict dashboards and reports to authorised consultant and client leadership users. Participants should only see their own report.

              Retention policy

              Set a clear time period for storing responses and define how a client can request deletion or export.

              Confidentiality mode

              Use anonymous reports for broad employee participation. Use named reports for leadership-only or agreed management reviews.

              Operational safeguards

              Use restricted access, database security, encrypted traffic, regular exports or backups, and tested report generation for client work.

              Manage enterprise invitations

              Paste a contact spreadsheet or upload a CSV to invite leaders, HR partners, office heads, and practice leads to complete the assessment.

              Total contacts0
              Ready to invite0
              Invited0
              Needs cleanup0
              Contact Company / office Group / role Industry Status Invite link

              Focused report views

              Run any report below to generate a focused consultant view in the preview section. Use the print-ready report button above for the broader client management report.

              There are 10 consultant report views. Each one uses the selected client filter and the completed assessments currently saved for that client. If there are no completed assessments, the report will show setup guidance instead of findings.

              Management report preview

              Load data or add completed assessments, then generate a consultant-ready report for the selected client.

              Executive summary

              No management report generated yet.

              Consultant findings

                Category findings & action items

                  Recommended actions

                    Priority search opportunities

                      Questions / presentation notes

                        Evidence snapshot and source data
                        Assessments 0
                        Average readiness 0
                        High-risk units 0
                        Top talent need None
                        Role perspectives 0
                        Benchmark pool 0

                        Risk heat map by unit

                        Priority hiring gaps

                        Role perspective map

                        Perception gaps to investigate

                          Advanced insights to present

                            Management presentation path

                            • Present the aggregate map to leadership with anonymized unit-level trends.
                            • Prioritize the 3-5 highest-risk roles or markets where external talent mapping is warranted.
                            • Run targeted searches for successor candidates, relationship owners, commercial producers, and operators.
                            • Repeat every 6-12 months to track whether bench strength and dependency risk are improving.

                            Submission detail for management reporting

                            Firm / unit Industry Office Group Readiness Priority need