List of Avature Succession Planning Customers
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Since 2010, our global team of researchers has been studying Avature Succession Planning customers around the world, aggregating massive amounts of data points that form the basis of our forecast assumptions and perhaps the rise and fall of certain vendors and their products on a quarterly basis.
Each quarter our research team identifies companies that have purchased Avature Succession Planning for Succession and Leadership Planning from public (Press Releases, Customer References, Testimonials, Case Studies and Success Stories) and proprietary sources, including the customer size, industry, location, implementation status, partner involvement, LOB Key Stakeholders and related IT decision-makers contact details.
Companies using Avature Succession Planning for Succession and Leadership Planning include: Deutsche Telekom Germany, a Germany based Communications organisation with 74550 employees and revenues of $27.75 billion, USI Insurance Services, a United States based Insurance organisation with 10500 employees and revenues of $2.70 billion, Monadelphous Group, Ltd., a Australia based Construction and Real Estate organisation with 7289 employees and revenues of $1.31 billion, Pontoon Solutions, Inc., a United States based Professional Services organisation with 1700 employees and revenues of $404.0 million and many others.
Contact us if you need a completed and verified list of companies using Avature Succession Planning, including the breakdown by industry (21 Verticals), Geography (Region, Country, State, City), Company Size (Revenue, Employees, Asset) and related IT Decision Makers, Key Stakeholders, business and technology executives responsible for the software purchases.
The Avature Succession Planning customer wins are being incorporated in our Enterprise Applications Buyer Insight and Technographics Customer Database which has over 100 data fields that detail company usage of software systems and their digital transformation initiatives. Apps Run The World wants to become your No. 1 technographic data source!
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| Logo | Customer | Industry | Empl. | Revenue | Country | Vendor | Application | Category | When | SI | Insight |
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Deutsche Telekom Germany | Communications | 74550 | $27.7B | Germany | Avature | Avature Succession Planning | Succession and Leadership Planning | 2022 | n/a |
In 2022, Deutsche Telekom Germany implemented Avature Succession Planning within its Succession and Leadership Planning portfolio to establish an internal mobility and talent marketplace. The initiative targeted HR and internal mobility use cases in Europe and aimed to surface high potential employees to support structured succession conversations.
Deutsche Telekom configured Avature Succession Planning modules to deliver a centralized talent hub and stakeholder specific dashboards that support succession conversations and internal career movement. The implementation emphasized talent marketplace workflows and role matching logic, with dashboard driven stakeholder views designed to engage and upskill top talent and to initiate formal succession processes.
Operational coverage focused on HR teams responsible for internal mobility and succession across European units, and the vendor case study explicitly references module usage of Avature Succession Planning. Governance and process standardization were implemented around the centralized talent hub and stakeholder dashboards to create repeatable succession workflows and to align talent conversations with HR operating processes.
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Monadelphous Group, Ltd. | Construction and Real Estate | 7289 | $1.3B | Australia | Avature | Avature Succession Planning | Succession and Leadership Planning | 2022 | n/a |
In 2022 Monadelphous Group, Ltd. launched Avature Succession Planning as its talent acquisition and performance management system, with the go-live occurring during the second half of the year. Avature Succession Planning is categorized as Succession and Leadership Planning and was implemented to centralize sourcing, onboarding, performance review cycles and internal redeployment processes across the organisation. The deployment targeted HR and talent acquisition functions to align recruitment pipelines with succession needs and workforce planning.
The implementation configured core capabilities for candidate sourcing and candidate relationship management, onboarding orchestration, performance management workflows and succession planning processes, enabling formal talent pools and redeployment pipelines. Standard workflows were established to manage requisition to hire, onboarding checklists, performance review scheduling and identification of succession candidates, reflecting typical functional flows for Succession and Leadership Planning platforms. Emphasis was placed on workflow automation and data centralization to reduce manual handoffs between recruiting and HR operations.
Governance was organized around HR process owners who controlled talent pool configuration and succession rules, and rollout coordination focused on talent acquisition and performance management teams. Company reporting states Avature will drive efficiencies in sourcing, onboarding and re deployment and will support the companys talent management and succession planning processes. The implementation positions Monadelphous to operationalize succession decision making and internal redeployment through a unified Succession and Leadership Planning application.
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Pontoon Solutions, Inc. | Professional Services | 1700 | $404M | United States | Avature | Avature Succession Planning | Succession and Leadership Planning | 2018 | n/a |
In 2018, Pontoon Solutions, Inc. implemented Avature Succession Planning as part of a global initiative to automate a previously manual performance management process. The deployment targeted the Succession and Leadership Planning category and centralized performance management and internal mobility workflows across its US headquartered, global operations. Avature Succession Planning was positioned inside the broader Avature talent management suite that the case study documents for performance management and internal mobility use.
Configuration work emphasized agile performance management workflows, talent profile consolidation, and internal mobility case handling. Implementation activities included configurable performance cycles, competency based assessments, and talent pool constructs consistent with Succession and Leadership Planning platforms. The available documentation does not explicitly name the Succession Planning module, the usage of Avature Succession Planning is inferred as part of the broader talent management suite and this inference is noted here.
Pontoon expanded integrations to hiring and learning systems to create more connected talent processes, with the integration footprint described at a global operational level while the company remains US headquartered. Governance shifted toward centralized HR ownership of performance and mobility workflows and an iterative rollout aligned with agile HR practices, creating an automated HR and performance management platform. The case study documents performance management and internal mobility use and the inferred Avature Succession Planning functionality appears to orchestrate succession review and bench planning workflows.
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Insurance | 10500 | $2.7B | United States | Avature | Avature Succession Planning | Succession and Leadership Planning | 2018 | n/a |
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