List of TQ Succession Planning Customers
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Since 2010, our global team of researchers has been studying TQ 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 TQ 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 TQ Succession Planning for Succession and Leadership Planning include: Mercedes Benz, a Germany based Automotive organisation with 17564 employees and revenues of $158.87 billion, Tesco, a United Kingdom based Retail organisation with 340000 employees and revenues of $93.25 billion, Oxfam International, a Kenya based Non Profit organisation with 300 employees and revenues of $35.0 million and many others.
Contact us if you need a completed and verified list of companies using TQ 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 TQ 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 | Insight Source |
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Mercedes Benz | Automotive | 17564 | $158.9B | Germany | TalentQuest | TQ Succession Planning | Succession and Leadership Planning | 2023 | n/a | In 2023 Mercedes Benz implemented TQ Succession Planning as part of a global learning and development redesign delivered by TalentQuest. TQ Succession Planning, categorized under Succession and Leadership Planning, was used to align leadership development and internal career progression with scalable, device-friendly training delivery for employees worldwide. The deployment configured TQ Succession Planning to support talent profiles, leadership development pathways, and readiness assessments, integrating talent-management services with learning content to create cohesive career itineraries. Configuration emphasized mobile-first access, centralized learning libraries, and role-based development tracks to enable manager and learner visibility into succession pools and career progression workflows. Operational coverage extended across global HR and L&D teams and targeted leadership development and internal mobility processes within Mercedes Benz, with the platform serving as the primary mechanism for documenting readiness and candidate pools. The implementation tied TalentQuest learning services into existing HR and learning workflows to standardize competency taxonomies and succession review cycles without specifying system-level integrations. Governance and process changes included centralized content stewardship, standardized competency frameworks, and manager-led succession review workflows to drive consistent talent decisions. The rollout improved access to learning and development at scale and supported structured internal career progression through integrated succession planning and leadership readiness capabilities. | |
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Oxfam International | Non Profit | 300 | $35M | Kenya | TalentQuest | TQ Succession Planning | Succession and Leadership Planning | 2021 | n/a | In 2021 Oxfam International implemented TQ Succession Planning to strengthen manager engagement, formalize performance reviews, and support broader HR talent processes within its Kenya operations. TQ Succession Planning was deployed as part of TalentQuest's talent management suite under the Succession and Leadership Planning category, aligning talent development workflows with organizational values and manager-led talent conversations. The implementation focused on configuring succession planning and talent review capabilities alongside structured performance management workflows and talent development planning, with emphasis on manager participation and career pathway visibility. Governance changes prioritized manager accountability for reviews and talent calibration sessions, and outcomes reported included stronger manager participation and improved performance management workflows following the TQ Succession Planning deployment. | |
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Tesco | Retail | 340000 | $93.2B | United Kingdom | TalentQuest | TQ Succession Planning | Succession and Leadership Planning | 2022 | n/a | In 2022, Tesco engaged TalentQuest to design and deliver a multi-level Gold Retail Certification curriculum for the Tesco Hindustan Service Centre, delivering SCORM e-learning packages, translations, and global rollout support across Indian and European centres. The engagement is associated with the application TQ Succession Planning and aligns with Succession and Leadership Planning because TalentQuest extended talent management and development capabilities to define internal career paths and competencies for retail roles. The implementation included configuration of multi-tier certification modules, competency frameworks, assessment and certification workflows, and SCORM packaging for LMS consumption. TQ Succession Planning was used to model role-to-career maps and competency profiles, aligning certification milestones with succession-ready role definitions and typical Succession and Leadership Planning functional workflows such as competency-based progression and assessment orchestration. Operational scope covered HR and L&D functions at the Tesco Hindustan Service Centre with rollout support into European centers, encompassing translation management and localized curriculum delivery. Governance work focused on certification management and role-based progression rules, with process changes to manage multilingual delivery and centralized oversight of certification status across sites. |
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