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 for v1. A REST API is on the roadmap for Q1 2027.

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. Internal review is complete, external pentest is planned for Q4 2026, formal SOC 2 Type II audit in 2027. We'll send the technical security PDF to your IT team. It documents controls, data handling, and the timeline honestly.

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 every table in Supabase Postgres. Every query is scoped to the authenticated tenant before it leaves the database. No application-layer trust required.

On the roadmap for Q3 2026 (SAML + OIDC). Today: email + password with bcrypt hashing.

Not yet. We will not claim pentested status until an external firm has run the engagement. First external pentest is planned for Q4 2026. We can share our internal threat model and code-review documentation in the interim.

Supabase on AWS, US-East by default. We can provision EU-region tenants on request (annual contract). Backups are stored in the same region as the primary.

Your users, scoped by role. SuccessionStack staff have read access only when you grant it for a support ticket, logged in the audit trail. We do not train any AI models on customer data.

Yes. Our standard DPA is available on request, GDPR-compliant clauses included. We'll also sign customer-supplied DPAs after legal review.

Yes. Self-serve account deletion wipes all customer data within 30 days. Backups roll off after 90 days. We'll send a deletion confirmation on request.

It's custom. Headcount, scope, and whether you need a custom DPA or EU hosting all move the number. Most contracts land between $5K and $100K annual. We walk through the options with you directly.

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 export, PDF export. That's the v1 surface. Deliberate, because the first painful problem is usually getting a spreadsheet into one auditable place.

SAML/OIDC SSO and email notifications: Q3 2026. 2FA: Q3 2026. Workday native sync: Q4 2026. SuccessFactors: under evaluation for 2027.

Yes, through CSV export from your HRIS into SuccessionStack. The export formats from Workday, BambooHR, and HiBob all import cleanly. Native sync lands later in 2026.