List of Phenom Succession Planning Customers
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Since 2010, our global team of researchers has been studying Phenom 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 Phenom 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 Phenom Succession Planning for Succession and Leadership Planning include: AXA, a France based Banking and Financial Services organisation with 100041 employees and revenues of $105.46 billion, Kuehne+Nagel Switzerland, a Switzerland based Transportation organisation with 80215 employees and revenues of $34.29 billion, Siemens Healthineers, a Germany based Life Sciences organisation with 71400 employees and revenues of $23.50 billion, Excellus BlueCross BlueShield, a United States based Insurance organisation with 4000 employees and revenues of $6.60 billion and many others.
Contact us if you need a completed and verified list of companies using Phenom 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 Phenom 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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AXA | Banking and Financial Services | 100041 | $105.5B | France | Phenom | Phenom Succession Planning | Succession and Leadership Planning | 2022 | n/a |
In 2022, AXA implemented Phenom's Talent Marketplace, Career Site, and Talent CRM as part of a global HR and talent management modernization across its operations. Phenom Succession Planning is inferred from that broader career-pathing and internal mobility deployment, and the work aligns with the Succession and Leadership Planning category.
The deployment combined candidate-facing career-site functionality with an internal Talent Marketplace and Talent CRM to enable career pathways, internal mobility, talent profiles, and skills-based matching. These functional capabilities map to Succession and Leadership Planning workflows by organizing talent pools, supporting career progression pathways, and enabling skills mapping and succession pipeline visibility in support of leadership bench building.
Rollout executed across Europe and global stages, covering talent acquisition and talent management teams and extending internal mobility processes beyond isolated recruiting teams. Governance emphasis shifted toward centralized career-pathing workflows and routing of internal and external applications through the Talent CRM and marketplace. The vendor case study reported 13x more apply clicks and 11x more internal and external applications following the rollout.
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Excellus BlueCross BlueShield | Insurance | 4000 | $6.6B | United States | Phenom | Phenom Succession Planning | Succession and Leadership Planning | 2023 | n/a |
In 2023, Excellus BlueCross BlueShield implemented Phenom Succession Planning. The deployment emphasized Succession and Leadership Planning alongside existing Phenom Talent Marketplace, mentoring, and career-pathing modules to build skills first profiles and increase internal career visibility in the United States.
The implementation configured Talent Marketplace capabilities and career-pathing workflows to support succession identification and internal mobility, and it activated mentoring modules to tie development plans to role readiness. Phenom Succession Planning was used to create skills first profiles, role competency mappings, and talent pools that feed succession processes and internal requisition workflows.
Operational coverage targeted HR, talent acquisition, learning and development, and internal mobility functions, consolidating visibility into internal candidates and career trajectories. The deployment linked hiring and mobility workflows to centralized talent visibility dashboards and profile-driven discovery to surface internal opportunities and succession candidates.
Governance changes included formalizing internal mobility processes and role-based visibility controls to operationalize succession reviews and career progression. Outcomes reported from the broader Phenom adoption include a 27% decrease in time to hire and over 75% visibility into internal talent, demonstrating measurable improvements in internal candidate discovery and mobility.
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Kuehne+Nagel Switzerland | Transportation | 80215 | $34.3B | Switzerland | Phenom | Phenom Succession Planning | Succession and Leadership Planning | 2022 | n/a |
In 2022, Kuehne+Nagel Switzerland implemented Phenom Succession Planning as an extension of its existing Phenom Intelligent Talent Experience platform to strengthen internal mobility and leadership readiness within the Succession and Leadership Planning category. The deployment was embedded into an employee centric architecture that surfaced the Phenom Employee Experience and the Talent Marketplace branded as Career Explorer, enabling a unified front end for employees and an intelligence driven backend for recruiters and HR leaders.
The implementation configured core capabilities around employee profile management, internal job and learning recommendations, recruiter intelligence for proactive sourcing, and automated communications through Phenom Campaigns. Phenom Succession Planning was instrumented to support internal sourcing workflows, profile completion as a measurable KPI, and built in data feeds to improve recommendation quality and profile accuracy.
Integrations included pre populated employee profile information fed from the companys various HR systems and connection points into a centralized CRM and recruitment activities per hemisphere, while the external career site remained adapted to local markets. Operational scope covered global talent orchestration with centralized recruitment per hemisphere, enabling recruiters and hiring managers to surface and approach internal candidates across regions without leaving the Kuehne+Nagel culture.
Governance and rollout emphasized adoption management, communication, and iterative relaunches, with a recent relaunch delivering improved recommendations, enhanced employee profiles, and strengthened data feeds. Process changes shifted recruiters toward internal head hunter behaviors and provided leadership with insights for proactive evaluation of talent gaps and strengths to inform succession and workforce planning.
Explicit outcomes reported from the initiative include a 20% decrease in time to fill for internal requisitions, a two times higher conversion rate for internal candidates overall, a 74% employee satisfaction rate with Career Explorer, a 13% conversion rate for Career Explorer related hires, and a 22% conversion rate for internal candidates overall after the relaunch. Kuehne+Nagel is planning further expansion of the internal talent marketplace to evaluate Phenom Gigs, Phenom Referrals, and an alumni portal to extend internal sourcing and talent retention capabilities.
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Life Sciences | 71400 | $23.5B | Germany | Phenom | Phenom Succession Planning | Succession and Leadership Planning | 2023 | n/a |
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