List of FuelPathing Customers
Fuel50
30025 Alicia Parkway #20-23,
Laguna Niguel, 92677, CA,
United States
Laguna Niguel, 92677, CA,
United States
1 424-257-6863
Professional Services
100
$10M
Since 2010, our global team of researchers has been studying FuelPathing 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 FuelPathing 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 FuelPathing for Succession and Leadership Planning include: Citigroup, a United States based Banking and Financial Services organisation with 230000 employees and revenues of $81.09 billion, Aon Ireland, a Ireland based Professional Services organisation with 60000 employees and revenues of $15.70 billion, DS Smith, a United Kingdom based Manufacturing organisation with 30168 employees and revenues of $10.86 billion, Insurance Australia Group, a Australia based Insurance organisation with 13650 employees and revenues of $8.99 billion, Ingersoll Rand, a United States based Manufacturing organisation with 18000 employees and revenues of $6.88 billion and many others.
Contact us if you need a completed and verified list of companies using FuelPathing, 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 FuelPathing 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!
Apply Filters For Customers
| Logo | Customer | Industry | Empl. | Revenue | Country | Vendor | Application | Category | When | SI | Insight |
|---|---|---|---|---|---|---|---|---|---|---|---|
 |
AIB Group plc | Banking and Financial Services | 9310 | $3.7B | Ireland | Fuel50 | FuelPathing | Succession and Leadership Planning | 2018 | n/a |
In 2018, AIB Group plc deployed FuelPathing to operationalize a redesigned career model covering all employee levels across the organization. The deployment followed a design phase that began in late 2016 and targeted transparent and consistent career levels and reward structures intended to move away from the traditional complex grading structure, facilitate employee mobility, empower individuals to own their own development, and build a stronger talent pipeline. This implementation used FuelPathing in the Succession and Leadership Planning category to formalize the new career architecture across the bank.
Configuration work centered on mapping AIB's new career levels and reward bands into FuelPathing, establishing role profiles and competency frameworks, and enabling career pathways and development planning capability. Typical Succession and Leadership Planning functionality was applied, including talent pools, succession workflows, career path visualization, and employee self-service development plans, scaled to support the organisation of approximately 9,310 employees. The FuelPathing application name appears in user-facing tooling and HR configuration layers to align career movement with documented levels and competencies.
Governance changes included standardizing career level definitions, embedding manager calibration and review workflows into HR processes, and instituting phased organization-wide rollout and communication to support adoption. Operational scope covered all levels across departments, with HR managing ongoing configuration and role-level governance to maintain consistency. Outcomes stated by the program focused on enabling internal mobility, increasing transparency in career progression, and strengthening the talent pipeline rather than on quantified metrics.
|
 |
Allied Irish Banks | Banking and Financial Services | 10469 | $5.8B | Ireland | Fuel50 | FuelPathing | Succession and Leadership Planning | 2017 | n/a |
In 2017 Allied Irish Banks implemented FuelPathing as part of its Succession and Leadership Planning portfolio, deploying the FuelPathing application into an SAP-centered HR technology landscape. The implementation was positioned alongside AIBs SAP HR, Payroll and Time modules and aligned to ongoing workforce transformation and career structure initiatives led by the bank.
The FuelPathing deployment focused on standard Succession and Leadership Planning capabilities including career pathing, succession pipelines, talent pool management, role and competency profiling, and talent assessment workflows. Configuration work leveraged AIBs career structure deliverables and was executed within phased delivery cycles that mirrored Prepare, Explore, Build, Test, Go Live and Production support stages.
FuelPathing was integrated into AIBs complex HR ecosystem, operating with SAP HR and related SAP modules, and coexisting with third party HR systems explicitly used by the bank such as SuccessFactors, Beqom, Cornerstone, Global Force and Open Text, plus enterprise data sources including Hadoop and the enterprise data warehouse. The implementation emphasized data orchestration between FuelPathing and the SAP-integrated HR data flows to support talent visibility and planning across HR and payroll functions.
Governance and rollout followed an Agile Ways of Working framework in a hybrid delivery model, using design workshops with business stakeholders, collaboration with program managers, architects and functional consultants, and structured testing and production support. Operational controls included business continuity planning and BCP testing, vendor and security audit participation, and HR led coaching and training to embed new succession and talent planning workflows within the bank.
|
 |
Aon Ireland | Professional Services | 60000 | $15.7B | Ireland | Fuel50 | FuelPathing | Succession and Leadership Planning | 2018 | n/a |
In 2018, Aon Ireland implemented FuelPathing as a Succession and Leadership Planning application to formalize career pathing and leadership pathways within its professional services functions. The deployment was aligned to Fuel50’s product suite, with FuelPathing delivering career landscape modeling and FuelFactors configured separately for distinct Resource Groups.
The implementation included configuration of FuelPathing’s role maps and progression frameworks, and separate FuelFactors tuning to reflect competencies and progression levers by Resource Group. Fuel50 Customer Success Implementation Services supported configuration, stakeholder workshops, and the creation of career frameworks, aligning the application to HR and talent management processes.
Operational coverage emphasized Resource Groups within Aon Ireland’s professional services organization, enabling structured talent reviews, career conversations, and internal mobility planning across consulting and client delivery functions. The deployment focused on embedding FuelPathing into existing HR workflows for succession planning and role based career progression, with FuelFactors providing differentiated calibration per Resource Group.
Governance combined HR talent governance and local people managers, who were positioned to maintain role definitions and progression criteria through the FuelPathing platform. Fuel50 Customer Success Implementation Services provided the primary implementation and rollout support, with configuration choices and governance models documented as part of the deployment.
|
 |
Bank of New Zealand | Banking and Financial Services | 5541 | $2.2B | New Zealand | Fuel50 | FuelPathing | Succession and Leadership Planning | 2012 | n/a |
In 2012 Bank of New Zealand deployed FuelPathing from Fuel50 as its Succession and Leadership Planning application. The deployment served as the platform for a CareerLeadership program designed and delivered by the bank's Career Engagement Group, and the program was part of the global United Nations award-winning initiative for Diversity in 2013. The engagement was scoped as a three year journey with defined objectives to increase representation of women, ethnic and sexual orientation minorities in the bank's future leadership pipeline. The initiative emphasized building leader awareness and leadership support behaviors to create clearer career pathways.
FuelPathing was configured to support core Succession and Leadership Planning capabilities, including talent mapping and career pathing, leader capability profiling, and structured development plans and actions. The implementation focused on leader capability development and career engagement workflows, with content and facilitation delivered through the CareerLeadership program to increase manager skills for sponsorship and pathway clarity. The narrative of the program repeatedly referenced the need to embed the business case for diverse leadership within day to day leadership accountabilities.
Operationally the solution was used across the group and integrated into HR and leadership development workflows to align talent reviews and development planning with diversity targets and succession readiness. The deployment touched business functions including HR, talent management, leadership development and diversity and inclusion, and it was positioned as a visible delivery mechanism for group level objectives. The FuelPathing implementation reinforced programmatic alignment between career development activity and leadership behaviors expected from managers.
Governance and process changes were explicit parts of the three year plan, informed by research that identified barriers to women in leadership within the bank. The research findings listed lack of real leadership commitment, weak internal business case for women in leadership, systemic cultural barriers including pockets of poor behavior and attitudes, unclear career pathways, mixed program designs that sometimes helped and sometimes hindered, and existence of some measurement with little accountability. The implementation targeted these governance and process gaps by combining FuelPathing configuration with leader upskilling through the CareerLeadership program as the primary mechanism to improve succession and leadership planning outcomes.
|
 |
Citigroup | Banking and Financial Services | 230000 | $81.1B | United States | Fuel50 | FuelPathing | Succession and Leadership Planning | 2011 | n/a |
In 2011, Citigroup deployed FuelPathing for Succession and Leadership Planning to reset how the firm identified and developed internal talent, with a specific emphasis on sustaining a robust leadership pipeline. The initiative targeted Citigroup as the parent company of a global general insurance group with controlled operations across the globe, employing over 13,500 people and underwriting roughly 10 billion in premiums per year, aligning talent strategy with business continuity needs.
FuelPathing was configured to support core Succession and Leadership Planning capabilities, including talent mapping, succession pool modeling, career pathing workflows, and individualized development planning. The FuelPathing implementation delivered visualizations of leadership pipelines and supported structured talent review processes, enabling HR teams to create and manage succession cohorts and development roadmaps at scale.
The deployment embedded the application into established HR workflows and talent review cadences rather than describing specific technical point to point integrations. Operational coverage emphasized talent management and leadership development functions within the insurance group and adjacent HR organizations, aligning succession planning with performance and mobility processes across regional business units.
Governance changes accompanied the rollout, instituting standardized succession criteria and centralized talent review governance to operationalize decision making around leadership appointments and development investments. The program focused on process standardization and career path orchestration to ensure consistent identification, leveraging, and development of leaders without claiming quantified outcomes beyond the stated objective of building a robust leadership pipeline.
|
 |
|
Manufacturing | 30168 | $10.9B | United Kingdom | Fuel50 | FuelPathing | Succession and Leadership Planning | 2015 | n/a |
|
|
|
|
Retail | 11500 | $2.6B | United States | Fuel50 | FuelPathing | Succession and Leadership Planning | 2016 | n/a |
|
|
|
|
Professional Services | 88826 | $237M | Sweden | Fuel50 | FuelPathing | Succession and Leadership Planning | 2019 | n/a |
|
|
|
|
Consumer Packaged Goods | 1000 | $250M | New Zealand | Fuel50 | FuelPathing | Succession and Leadership Planning | 2011 | n/a |
|
|
|
|
Professional Services | 11500 | $2.8B | United States | Fuel50 | FuelPathing | Succession and Leadership Planning | 2017 | n/a |
|
Showing 1 to 10 of 20 entries
Buyer Intent: Companies Evaluating FuelPathing
ARTW Buyer Intent uncovers actionable customer signals, identifying software buyers actively evaluating FuelPathing. Gain ongoing access to real-time prospects and uncover hidden opportunities.
Discover Software Buyers actively Evaluating Enterprise Applications
| Logo | Company | Industry | Employees | Revenue | Country | Evaluated | ||
|---|---|---|---|---|---|---|---|---|
| No data found | ||||||||
FAQ - APPS RUN THE WORLD FuelPathing Coverage
FuelPathing is a Succession and Leadership Planning solution from Fuel50.
Companies worldwide use FuelPathing, from small firms to large enterprises across 21+ industries.
Organizations such as Citigroup, Aon Ireland, DS Smith, Insurance Australia Group and Ingersoll Rand are recorded users of
FuelPathing for Succession and Leadership Planning.
Companies using FuelPathing are most concentrated in Banking and Financial Services, Professional Services and Manufacturing, with adoption spanning over 21 industries.
Companies using FuelPathing are most concentrated in United States, Ireland and United Kingdom, with adoption tracked across 195 countries worldwide. This global distribution highlights the popularity of FuelPathing across Americas, EMEA, and APAC.
Companies using FuelPathing range from small businesses with 0-100 employees - 0%, to mid-sized firms with 101-1,000 employees - 10%, large organizations with 1,001-10,000 employees - 35%, and global enterprises with 10,000+ employees - 55%.
Customers of FuelPathing include firms across all revenue levels — from $0-100M, to $101M-$1B, $1B-$10B, and $10B+ global corporations.
Contact APPS RUN THE WORLD to access the full verified FuelPathing customer database with detailed Firmographics such as industry, geography, revenue, and employee breakdowns as well as key decision makers in charge of Succession and Leadership Planning.