Executive Potential Assessment & Succession Planning
A potential map and succession plan for critical management roles—with Obrii's psychometric rigor, at the speed and price large consultancies do not offer. For boards, general managers, and owners who need to know who is ready if the incumbent leaves, is promoted, or the company grows.
From critical roles to a defensible succession plan
Most mid-sized companies have no clear answer to: what happens if my general, commercial, or operations manager leaves tomorrow? When the problem appears, it is already late—and expensive—to hire under pressure. This process delivers the map before the surprise.
The six phases of the engagement
Phases marked as client-tailored are co-defined in the initial scope.
Scope & critical-role mapping
With the client, we define which management roles or positions are truly critical for business continuity. We do not assess the whole company—only what actually matters.
Deliverable: Critical-role map + agreed scope
Competency model design
We build potential and performance criteria tailored to the client's culture and business moment—not a generic international consulting template.
Deliverable: Competency and potential model
Individual assessment
Serious psychometric battery (same rigor as our Psychometric Assessment service) + STAR/BEI interviews + results evidence (KPIs/OKRs) + direct-manager feedback—all on Obrii App. SLA defined per executive assessed.
Deliverable: Assessment file per executive
Calibration
A short workshop with the client to place each assessee on the potential–performance matrix (9-box), so the outcome does not depend on a single manager's judgment.
Deliverable: Calibrated 9-box matrix
Succession plan
For each critical role: who is ready today, who in 1–2 years, and where there is no internal successor. That gap connects directly to B2B Headhunting.
Deliverable: Succession plan per critical role
Executive delivery
Report and presentation session designed for the general manager or board—not an operational HR report.
Deliverable: Executive report + delivery session
What the general manager or board receives
Every deliverable is built to decide with evidence : who is ready, who needs development, and where you must hire externally.
Calibrated 9-box
Potential and performance placement for assessed roles, calibrated in a workshop with the client.
Potential report
Individual potential report per executive, with Obrii's psychometric rigor.
Plan per critical role
Immediate horizon, 1–2 years, and gaps without an internal successor—with a bridge to Headhunting when needed.
Individual plans
Development plans per assessed executive, plus a delivery session with the general manager or board.
How the engagement is structured
No large-consultancy template: scope and investment adjust to the critical roles you define together. We quote after a short conversation; we do not publish fixed amounts.
Model design
Covers phases 1 and 2: critical-role mapping and competency model design tailored to your culture and business moment.
Per executive assessed
Covers phases 3 and 4: individual assessment on Obrii App, STAR/BEI, results evidence, and 9-box calibration.
Succession Committee
Closed package for a defined number of critical roles (e.g. up to 5), with succession plan, executive delivery, and a fixed timeline. Ideal for boards that want the map closed in one engagement.
The same rigor—without big-firm cost or timelines
International assessment firms offer this kind of evaluation with multi-month timelines and fees many mid-sized Chilean companies cannot afford. Obrii delivers the same methodological rigor, faster, at a cost accessible to mid-sized and family businesses.
Focus on what is critical
We do not assess the whole company—we map 2 to 5 roles that truly matter for continuity.
Same science as assessment
Psychometric battery, STAR/BEI, and results evidence on Obrii App—not a generic climate survey.
9-box calibration
The outcome does not depend on a single manager: it is calibrated in a short client workshop.
Bridge to headhunting
If there is no internal successor, the gap connects directly to external search under the same standard.
When your operation needs to scale with Obrii App
Obrii App is born from our consulting practice: it brings into one flow —from selection to cost structure— what you today solve with scattered tools. AI prepares the evidence; the decision stays yours. Built for Chile and all of Latin America.
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Selection
AI CV Screener and structured BEI/STAR interviews.
Talent
Psychometric suite and actionable competency maps.
Culture
Pulse climate surveys and early burnout detection.
Structure
LATAM labor costs and traceable decisions.
What clients ask most
Quick answers on scope, confidentiality, timelines, and how this service relates to psychometric assessment and headhunting.
- Do you assess the whole company?
- No. With the client we define which management roles or positions are truly critical for business continuity. We assess only what matters—typically 2 to 5 critical roles, not an endless company-wide project.
- How is this different from Organizational Diagnosis?
- Organizational Diagnosis looks at the whole organization (climate, culture, change resistance) and delivers a snapshot without intervening. This service looks at specific people in critical roles and ends in a concrete decision: a succession and development plan.
- What if my managers find out and take offense?
- It is positioned as talent development, not a threat. It signals that the company invests in its people: every assessee receives a potential report and an individual development plan.
- How does this relate to Psychometric Assessment and Headhunting?
- Individual assessment uses the same psychometric rigor as our Psychometric Assessment service (battery + STAR/BEI), running on Obrii App. When the succession plan finds a gap with no internal successor, that need connects directly to B2B Headhunting.
- How long does it take, and do you work outside Chile?
- SLA is defined per executive assessed—not by semester. We operate remotely across Latin America with interviews in Spanish. For on-site calibration or delivery sessions we prioritize Chile (Santiago and regions).