Succession readiness
Who could step into a job, who is ready for promotion, and which critical roles have no ready successor.
How it works
For HR. Ranks possible successors for a person's job or a role, and the people of a review cycle who look ready for promotion, as ready now, in 1–2 cycles or not yet. The score is worked out in code from the last review cycles' final ratings, 9-box potential, KRA and goal results, competency ratings, courses completed in FlowLearn and time in the current role, with weights each company can set. Every person comes with the evidence and the gaps to close. It also lists critical roles without a ready successor and shows retention signals (exits in the team, a long time without a hike). It never uses gender, age or any other personal attribute, and it never promotes anyone: it is advice for HR and managers.
About 1 credit per question; nothing when there is no one to show
What it reads
- Final ratings, 9-box potential, KRA and competency ratings of the last review cycles
- Goal and OKR progress of the last 12 months
- Courses completed in FlowLearn
- Role, department, manager and job history from People (no personal attributes)
- Approved hike sheets, only with the compensation permission
When it starts
- When HR runs it from Agents or asks the Employee assistant
What it can do
- Rank successors and promotion candidates with evidence and gaps
What it never does
- Promote anyone or change a record
- Use gender, age or other personal attributes
Safe by design
- One assistant, many agents. Ask the Employee assistant in the app or on WhatsApp; it calls the agents your company has hired that you may use.
- Hired, not switched on. Your admin hires each agent from the catalogue and chooses who can use it.
- Agents propose, people confirm. Anything that changes data, like a leave request, waits for a person to confirm it.
- Same access as the user. An agent sees only what the person asking is allowed to see.
- AI processing in India. Agents run on models hosted in India (AWS Mumbai).
- Budgets and a hard stop. Set a monthly credit limit per agent; agents stop when credits run out.
- Every run recorded. Admins see each run, the credits it used and what it did.
Frequently asked questions
What does the Succession readiness do?
For HR. Ranks possible successors for a person's job or a role, and the people of a review cycle who look ready for promotion, as ready now, in 1–2 cycles or not yet. The score is worked out in code from the last review cycles' final ratings, 9-box potential, KRA and goal results, competency ratings, courses completed in FlowLearn and time in the current role, with weights each company can set. Every person comes with the evidence and the gaps to close. It also lists critical roles without a ready successor and shows retention signals (exits in the team, a long time without a hike). It never uses gender, age or any other personal attribute, and it never promotes anyone: it is advice for HR and managers.
Can the Succession readiness change data on its own?
No. It never does the following: promote anyone or change a record; use gender, age or other personal attributes.
How much does the Succession readiness cost?
About 1 credit per question; nothing when there is no one to show. Credits are a paid add-on to any flowwork.ai plan at ₹100 (US$ 1.19) per 1,000 credits, and new companies get 500 free trial credits for 30 days.
Where is the data processed?
Agents run on AI models hosted in India and see only what the person using them is allowed to see. Admins see every run and the credits it used.
Other agents
Drafts your OKRs and check-ins, and your self review when a cycle is open. You edit and confirm.
Prepares a manager's 1:1 with a report, or your own side of it, and turns meeting notes into follow-ups you confirm.
Flags what to discuss in calibration: rating spreads, ratings without results, 9-box and hike mismatches.