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, Ericsson, a Sweden based Manufacturing organisation with 89898 employees and revenues of $26.79 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 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!
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| Logo | Customer | Industry | Empl. | Revenue | Country | Vendor | Application | Category | When | SI | Insight |
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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.
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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.
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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.
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Banking and Financial Services | 5541 | $2.2B | New Zealand | Fuel50 | FuelPathing | Succession and Leadership Planning | 2012 | n/a |
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Banking and Financial Services | 230000 | $81.1B | United States | Fuel50 | FuelPathing | Succession and Leadership Planning | 2011 | n/a |
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Manufacturing | 30168 | $10.9B | United Kingdom | Fuel50 | FuelPathing | Succession and Leadership Planning | 2015 | n/a |
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Retail | 11500 | $2.6B | United States | Fuel50 | FuelPathing | Succession and Leadership Planning | 2016 | n/a |
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Manufacturing | 89898 | $26.8B | Sweden | Fuel50 | FuelPathing | Succession and Leadership Planning | 2019 | n/a |
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Consumer Packaged Goods | 1000 | $250M | New Zealand | Fuel50 | FuelPathing | Succession and Leadership Planning | 2011 | n/a |
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Professional Services | 11500 | $2.8B | United States | Fuel50 | FuelPathing | Succession and Leadership Planning | 2017 | n/a |
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Buyer Intent: Companies Evaluating FuelPathing
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| Logo | Company | Industry | Employees | Revenue | Country | Evaluated | ||
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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, Ericsson, Aon Ireland, DS Smith and Insurance Australia Group are recorded users of
FuelPathing for Succession and Leadership Planning.
Companies using FuelPathing are most concentrated in Banking and Financial Services, Manufacturing and Professional Services, with adoption spanning over 21 industries.
Companies using FuelPathing are most concentrated in United States, Sweden and Ireland, 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.