Who steps in if a critical role empties on Friday?
Load an employee export. PeopleGraph fixes what it can in the sheet, then scores a succession bench for every critical role, flags stated attrition-risk reasons on that bench, and gives you a council pack and an Excel workbook. The file stays in this browser window — this page is blocked from sending anything anywhere.
Run the sample first
498 synthetic employees of a made-up pharma company and the 74 who left last year, with the faults a real export carries: duplicate people, a reporting loop, managers who have left. About five seconds.
Then use your own export
Excel (.xlsx) or CSV, one row per employee, column headers in row 1. Your column names do not need to match — you check the match on the next screen.
No export handy? — it lists every column and what to put in it.
Check the columns
Matched from your headers. Change any that are wrong. The five marked required must be set; everything else makes the answers better but can be left out.
Put your bands in order, most senior first
Readiness depends on how far a candidate sits below the role. Move a band with the arrows. The top four bands count as senior enough to cover a critical role.
Count time from
Time in role and time since promotion are measured to this date. Use the date the export was taken.