Solutions · Succession & skills
Know who's next, before you need to.
Successors with readiness levels, single-point-of-failure detection, impact analysis before any move, and a browsable skills-and-grades inventory — continuity as data, on the same model as the chart.
Succession as structured data
Up to three named successors per role with readiness levels, plus retention risk, flight risk, and key-talent flags — on the same person record as everything else, not in a separate tool.
Single points of failure
The risk radar flags critical roles with no succession plan, overloaded managers, and people whose departure would orphan a subtree — before it happens.
Impact before the decision
Impact-of-removal analysis for any person: direct reports, total descendants, reassignment targets, dotted-line dependents, and who lists them as a successor — severity-scored.
Skills, browsable
Skill categories with per-person proficiency levels, browsed both ways: every skill with its people, every person with their skills — the lightweight skills inventory most orgs never get around to building.
Grades before comp drifts
Configurable grade systems with corporate, tech, and simple presets; pay-band placement analytics; cost bands per grade — fairness pre-committed while it's still cheap.
Reads into everything else
Succession coverage feeds the org health score; skills and grades feed the analytics; all of it versions, merges, and exports with the model.
FAQ
Questions people ask
Answers restate claims verified file-by-file against the current build — see claims/ in the site repo. Last verified July 2026.
Is this a full talent-management suite?
No — and deliberately. OrgTool covers the structural layer: who could cover a role, where the single points of failure are, what skills exist where, and how grades map to pay bands. Performance reviews, learning paths, and engagement surveys belong to other categories of tool.
How does succession show up in planning?
Everywhere decisions happen: the health score includes succession coverage of critical roles, the risk radar surfaces gaps sorted by severity, and impact analysis warns you — before a removal or a move — who depends on that person and who was counting on them as a successor.
Can a startup use this without HR infrastructure?
That's the ideal case: the five-minute bus-factor map, lightweight grades, and a skills inventory — all free for one org of up to 25 people. The Learn library's startup org design guide walks the sequence.