Honest answers. All in one place.

Scores every leader on 8 leadership dimensions, maps your bench by readiness window (Ready Now, 1 year, 2–3 years), and models what happens if a key person leaves. It replaces the spreadsheet and the consulting deck. The math stays auditable.

HR VPs, Chief People Officers, and the IT + procurement teams who review them. Best fit for orgs of 50–5,000 employees with at least one named succession or talent-review process already in motion.

A first usable view in 1–2 weeks. CSV-import your employee roster, pick the dimensions and weights, and the bench renders immediately. A full org rollout (with review workflow, manager training, scenario modelling) takes 4–8 weeks.

Not yet. CSV upsert (2,000 rows at a time) is the primary integration path, and SCIM covers user provisioning. A REST API is planned; we have not put a date on it.

Those are platforms. We're a focused tool. We don't try to be your HRIS. We plug into it. SuccessionStack is designed to run alongside your HRIS for the parts the HRIS doesn't actually do well: 9-box grids, what-if scenarios, and an auditable scoring model.

Not yet. We intend to complete a SOC 2 examination in 2027. It is sequenced behind a revenue milestone rather than a fixed date, because an external audit is a significant commitment and we would rather tell you what it depends on than publish a date and miss it. If a SOC 2 report is a procurement requirement for you, tell us — it changes how we prioritize it. Ask and we will send your IT team the technical security assessment; it documents the controls, the data handling, and the gaps.

TLS 1.2+ in transit (enforced by Vercel + Supabase), AES-256 at rest (Supabase managed Postgres). Passwords are bcrypt-hashed. Backups inherit the same encryption.

Row-level security on all 94 tables in Supabase Postgres — verified against production, not just asserted from our migration files. Every query is scoped to the authenticated tenant by the database, so a bug in application code cannot return another customer's rows. We still scope every query in the application as well; the database is the boundary and the application layer is defence in depth, not a substitute.

Yes. SAML and OIDC single sign-on, mapped to your email domain; we register your identity provider with you at onboarding. SCIM 2.0 provisioning creates and deactivates logins from your directory. Multi-factor authentication (authenticator app) is available to every user and can be required for admins.

Not yet. We will not claim pentested status until an external firm has run the engagement. The first external test is scheduled for October 2026. We can share our internal threat model and code-review documentation in the interim.

AWS us-east-2, in the United States, on Supabase. That is one shared database where each customer's records are separated by the database itself rather than by separate servers. Seven daily backups are kept, in the same region. If you need data held in another country — Canada, the EU and others are available — that means a dedicated database provisioned for you rather than a setting we flip, so raise it before you roll out. Nobody is on that arrangement today.

Your users, scoped by role. SuccessionStack staff can open your workspace only after an admin grants support access in Settings, for a period you choose; every such session is written to your own activity log. We do not train any AI models on customer data, and our AI provider's commercial terms say they do not either — we are capturing that term in writing as part of our SOC 2 work rather than asking you to take it on trust. Where a workspace turns AI features on, prompts do include employee names, roles, ratings and development notes, because that is what the features read; AI is off unless you enable it.

Yes. Our standard DPA is published as a standing draft with GDPR-compliant standard contractual clauses, pending final legal review, and a countersigned copy is available on request. We will also sign customer-supplied DPAs after legal review.

Yes. An admin requests erasure from Settings, which starts a 30-day grace window you can cancel inside. After it closes we carry out the deletion — currently a manual step on our side, within 5 business days, because irreversible mass deletion is not something we wanted running unattended yet. Erased data then ages out of backups within 7 days. Separately, individual in-product deletions are recoverable for 90 days from an archive your own admins control. We will send a deletion confirmation on request.

It's custom, and priced per tenant rather than per seat. Headcount, the tier you need, and whether you want a custom DPA or EU hosting all move the number. We walk through the options with you directly rather than publishing a range you would have to guess inside.

We don't offer self-serve trials. Evaluations are hands-on. Reach out and we'll walk through the product on your real data and org structure.

Annual contracts, renewed each year.

Onboarding is included in the annual. If you need custom data migration beyond CSV, we'll quote it separately and transparently.

CSV upsert (2,000 rows), CSV and Excel export, PDF export, email reminders and digests, SSO, and SCIM. Slack, Teams, Gmail, Outlook, Calendly, Google Calendar, Zoom, Google Drive, Airtable, and Salesforce connectors are built and go live as each provider approves our app. Deliberate, because the first painful problem is usually getting a spreadsheet into one auditable place.

Workday native sync: Q1 2027, with BambooHR and Rippling in the same wave. SuccessFactors: under evaluation for 2027. REST API: planned, no date yet. SSO, 2FA, and email notifications are live.

Yes, through CSV export from your HRIS into SuccessionStack. The export formats from Workday, BambooHR, and HiBob all import cleanly. Native sync is planned for Q1 2027.