List of In-House Succession and Leadership Planning Customers
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Since 2010, our global team of researchers has been studying In-House Succession and Leadership 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 In-House Succession and Leadership 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 In-House Succession and Leadership Planning for Succession and Leadership Planning include: Amazon, a United States based Retail organisation with 1578000 employees and revenues of $637.96 billion, Ernst & Young, a United Kingdom based Professional Services organisation with 406209 employees and revenues of $51.20 billion, McDonald’s, a United States based Leisure and Hospitality organisation with 150000 employees and revenues of $25.92 billion, Deloitte US, a United States based Professional Services organisation with 80000 employees and revenues of $25.00 billion and many others.
Contact us if you need a completed and verified list of companies using In-House Succession and Leadership 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 In-House Succession and Leadership 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 | Insight Source |
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Amazon | Retail | 1578000 | $638.0B | United States | In-House Applications | In-House Succession and Leadership Planning | Succession and Leadership Planning | 2017 | n/a | In 2017, Amazon deployed an In-House Succession and Leadership Planning application known internally as Amazon Promote. The In-House Succession and Leadership Planning application is an employee-facing product that centralizes promotion and leadership planning workflows for managers and HR stakeholders across the enterprise. Amazon Promote implements core Succession and Leadership Planning capabilities including a manager proposal module for recommending promotions and new job titles, structured feedback collection for performance evidence, automated generation of promotion documentation, and approval routing that moves cases through defined review steps. The implementation includes role based access controls so managers, reviewers, and HR specialists see appropriate forms and approval states, and configurable templates are used to standardize promotion packets and decision records. Operational scope focuses on manager initiated promotion workflows and talent planning processes, with the system serving as the front end for documenting promotion rationale and driving approvals into HR governance. Governance is enforced through approval routing, standardized documentation fields, and versioned submission records to support consistent succession planning and auditability within Amazon Promote. | |
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Deloitte US | Professional Services | 80000 | $25.0B | United States | In-House Applications | In-House Succession and Leadership Planning | Succession and Leadership Planning | 2011 | n/a | In 2011, Deloitte US opened Deloitte University and implemented an In-House Succession and Leadership Planning application as a dedicated in-house capability to develop and pipeline leaders. The In-House Succession and Leadership Planning application was created to support HR and global US leadership development, using the physical campus and complementary digital tooling to scale leadership curricula and learning delivery. The deployment combined on-campus programs with a digital succession-management tool that provides real-time views of candidate attributes and maintains historical succession data. Functional capabilities implemented include candidate attribute profiling, historical succession records, curriculum management to scale leadership learning, and succession pipeline visualization aligned to HR workflows. Operational coverage for the In-House Succession and Leadership Planning solution centers on HR and global leadership development teams, leveraging Deloitte University as a physical delivery node while the digital tooling orchestrates candidate views and curriculum access. The platform was positioned as an internal Succession and Leadership Planning system to centralize talent pipeline information and support leader selection processes across the firm. Governance for the effort was structured under HR and global talent leadership, combining campus program governance with digital workflow controls to manage candidate data and succession decisions. Deloitte has referenced the internal succession-management tool in its insights as providing real-time candidate attribute visibility and historical succession data to improve selection and DEI outcomes. | |
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Ernst & Young | Professional Services | 406209 | $51.2B | United Kingdom | In-House Applications | In-House Succession and Leadership Planning | Succession and Leadership Planning | 2022 | n/a | In 2022, Ernst & Young launched an In-House Succession and Leadership Planning application implemented as the EY Skills Foundry, an in-house skills mapping and learning platform. The In-House Succession and Leadership Planning deployment is positioned within the Succession and Leadership Planning category and was developed to support HR and global talent initiatives across the firm and for client engagements. The implementation emphasizes skills mapping and benchmarking capabilities, with configured modules for skills discovery, talent profiling, and targeted leadership development content delivery. The platform instruments talent mapping and competency models to surface skills gaps and to orchestrate learning pathways, enabling succession planning workflows to be informed by mapped skill inventories and benchmarks. Operational scope is HR global, with the solution used internally by EY people teams and made available into client advisory engagements, and governance routed through EY HR and talent management functions. The In-House Succession and Leadership Planning application was developed and launched to identify skills gaps, map skills across populations, benchmark talent, and accelerate development through curated learning content and leadership planning processes. | |
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Leisure and Hospitality | 150000 | $25.9B | United States | In-House Applications | In-House Succession and Leadership Planning | Succession and Leadership Planning | 2003 | n/a |
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