Enterprise DNA

Instead of SuccessionHR

Stop renting SuccessionHR. Own your succession planning system.

We build your version around the roles your business depends on, map the SuccessionHR records you can provide and run the system for you through Omni by Enterprise DNA.

SuccessionHR lists US$11,954 a year for up to 250 key roles and US$36,618 for 501+ roles. Three-year terms are billed upfront, with onboarding charged separately.

Get your version built See it working
  • check_circleYour data in a database you own
  • check_circleOpen source, no lock-in
  • check_circleBuilt and run by Enterprise DNA

Before the next renewal

The bill follows key-role plans, not seats

SuccessionHR publishes its role tiers and additional charges. Compare the work your team actually uses with the cost and effort of owning a focused system.

paid

More key roles, a higher tier

The published tiers range from US$6,345 a year for up to 50 key roles to US$36,618 for 501+. This is not a per-person subscription.

event_repeat

Three years paid upfront

The pricing page describes a three-year term billed upfront. The annual figure is not a month-to-month commitment.

support_agent

Onboarding sits beside the subscription

The one-time onboarding fee is US$5,000 for tiers 1 to 3 and US$10,000 for tiers 4 and 5.

lock

Single sign-on is optional

The vendor lists single sign-on as a separate annual option. Include the options you actually need when reviewing the quote.

sync

A separate integration option

The pricing page lists an optional annual integration charge. Compare that with the connections your version needs, rather than assuming either option includes everything.

domain

Enterprise deployment can add a fee

An enterprise platform fee applies for large headcounts or enterprise deployment requirements. Ask which requirements affect your own quote.

Your own weekly review

Keep the evidence beside the cover plan

Coverage

A name on a plan is not enough

The free version checks the recorded conditions before counting someone as usable cover.

  • check Confirmed interest and current availability
  • check A dated assessment with evidence and an assessor
  • check Open development blockers shown beside the nomination
  • check Your freshness policy used consistently across roles

Continuity

Test the absence before it happens

Remove one person from a temporary coverage calculation and see which roles are left exposed. The saved plans stay intact.

  • check Cover before and after the scenario
  • check People counted as ready for more than one role
  • check Upcoming handovers without an active interim
  • check The role owner and handover notes in the same review

Development

Follow through on the work behind readiness

A ready rating does not hide unfinished practice or training. Each commitment has an owner, deadline and completion evidence.

  • check Overdue actions across role plans
  • check Blocking and supporting work kept distinct
  • check Evidence required to complete an action
  • check Private handover and development documents in your business name

Ownership

Make the review fit your business

Your records and operating rules stay together. Change the questions as the organisation changes.

  • check A mapped import checked against your source counts
  • check A history of recorded changes and assessments
  • check Privacy-record prompts with cited NZ sources
  • check A weekly review combining cover, evidence and outstanding work

Make it yours

Design your own SuccessionHR replacement

Everything starts from the open-source base. Then it gets your name, the parts you run, your rules and your data from SuccessionHR. Try it here, and we build the real one.

2. What it runs

3. Make it fit

4. Your colour

Your business · your SuccessionHR replacement Your version
YB Your business

auto_awesome

Answered from your own database

Build my version

We build it from the open-source base, bring your SuccessionHR data across and run it for you.

What it looks like

Ask it like you would ask a colleague

Real answers from the demo data that ships with Succession Planning for Claude Code. It runs in Claude Code inside the Claude app, so it feels like any chat you already use.

forum

Succession Planning for Claude Code

Connected to your own database

Which roles have someone ready to step in?

R-ENG

Role
Engineering Lead
Nominated
1
Usable_successors
0
Coverage
gap

R-FIN

Role
Finance Lead
Nominated
2
Usable_successors
0
Coverage
gap

R-OPS

Role
Operations Lead
Nominated
2
Usable_successors
1
Ready_names
Alex Reed
Coverage
single successor

R-QUAL

Role
Quality Lead
Nominated
1
Usable_successors
1
Ready_names
Alex Reed
Coverage
single successor

Ask it anything

Ten questions for your succession review

These are questions the free version answers today. SuccessionHR also offers readiness and risk reporting. Your own version lets you inspect and change the rules behind the answer.

chat_bubble Which roles have nominees but no usable cover?
chat_bubble Which ready-rated successors still have blocking development work?
chat_bubble Which roles rely on the same ready person?
chat_bubble What cover remains if Alex Reed becomes unavailable?
chat_bubble Which upcoming handovers lack an active interim?
chat_bubble Which role reviews include stale assessments?
chat_bubble Which development actions are overdue, and who owns them?
chat_bubble Which people need their retention purpose reviewed?
chat_bubble Which team has the most gaps and overdue reviews?
chat_bubble Who changed a readiness record and when?

Switching

How to switch from SuccessionHR

The move involves getting an authorised copy of your records, agreeing how they map to the new database, and checking the results before you stop using SuccessionHR.

  1. 1

    Request your records

    SuccessionHR does not publicly document a native record-export format. Ask SuccessionHR how to obtain an authorised machine-readable copy, and export what your account allows, usually CSV or Excel. Include the people, roles, successor nominations, readiness evidence and development actions you want to bring across. Check with SuccessionHR if you are unsure what records or format it can provide.

  2. 2

    Agree the record mapping

    The import needs four mapped CSV files for people, roles, successors and development actions. Compare the fields in your authorised copy with those the new system expects, and agree how each one maps before loading anything. Decide which records and history to bring. Attachments, surveys and access settings need separate work, so identify those items and agree how to handle them before the switch.

  3. 3

    Test the import first

    Have the import run a test that checks the mapped records without writing them to the database. Review the counts and any validation issues with the person doing the migration. The importer rejects unknown columns, so resolve mapping problems before the actual import. Do not treat a successful test as proof that every record or related item has been brought across.

  4. 4

    Review both systems

    After loading the records, compare the people, roles, successors and development actions in the new system with SuccessionHR. Review the import counts and any flagged issues, and check key records with the people who know them. Run both systems side by side for a short period, using the comparison to find missing or incorrectly mapped information before you rely on the new database.

  5. 5

    Switch off SuccessionHR

    Once you have checked the imported records, resolved the issues you plan to address and agreed that the new system is ready for use, stop using SuccessionHR for succession reviews. Keep any records you still need to retain according to your own requirements. Confirm separately with SuccessionHR how to end your service and handle any data that remains there.

construction

Where the real effort goes

The main work is usually mapping your own fields and rules to the new records, then deciding how much history to bring. Attachments, surveys and access settings need separate work. If you have Enterprise DNA install and run the system, Enterprise DNA does the mapping and migration work with you, including agreeing what to bring across.

Not ready for a call?

Get your SuccessionHR switch plan by email

We will send you the step-by-step plan for moving your business off SuccessionHR, what the move really involves, and how we would do it for you.

One email with your plan. No spam, and you can unsubscribe any time.

Three ways to own it

Do it yourself, have it customised, or have it run for you

Open source

Do it yourself

Free, open source

  1. 1 Clone the repo and run npm install, then npm run demo
  2. 2 Open it in Claude Code, Codex, OpenCode or Cursor and ask for the coverage review
  3. 3 Obtain your records, agree the CSV mapping and run the importer in dry-run mode
  4. 4 Check the result, set your business rules and keep private backups
Get it on GitHub

Built around your business

We customise it

One setup fee, then a retainer for ongoing work

  • check Your role definitions, fields and readiness rules
  • check The SuccessionHR records you provide mapped and reconciled
  • check Private screens and business-system connections for your team
  • check A different technical foundation if your business requires it
Get your version built

Omni by Enterprise DNA

We run it for you

One setup fee, then a retainer

  • check Installed with reviewed access and backup arrangements
  • check Weekly reviews and handover documents prepared from current records
  • check Rules and reports maintained as your organisation changes
  • check Operated through Omni by Enterprise DNA alongside your other systems
Book a 30-minute review

Questions

Instead of SuccessionHR, answered

Is this cheaper than our SuccessionHR plan? expand_more

The free version has no licence fee. Hosting, your assistant subscription, migration and operating time still have a cost. SuccessionHR starts at US$6,345 a year for up to 50 key roles, so a small team should compare that tier with the full cost of running its own system. We review your actual invoice before recommending a change.

Can you bring our existing records across? expand_more

Yes, once you can provide an authorised machine-readable copy and we agree the mapping. We have not verified a native SuccessionHR record-export format. The free version imports mapped records for people, roles, successors and development actions. Attachments, surveys and access settings need separate work, which we scope with you before a switch.

Does this decide who should be promoted? expand_more

No. People make the assessments and appointments. The system shows whether a recorded nomination has confirmed interest, current evidence and completed blocking work. It does not infer readiness from personal traits or make employment decisions.

Can managers have private screens and access? expand_more

Yes, we can build that into your version. The free base is for a trusted operator and produces private read-only reports. We agree who can see each record and set up individual access before a shared staff rollout.

Can we change the review rules and paperwork? expand_more

Yes. The evidence window, role fields, development steps and documents can be changed around your process. The included privacy checks prompt a review of selected NZ record requirements. They are not a legal certification or a complete Australian compliance system.

Bring your SuccessionHR invoice and one role plan

Spend 30 minutes with Sam. We will compare your bill, the reviews your team actually runs and the records available to move. You will see what your own version needs and whether changing systems is worth the work.

Book a 30-minute review Get the free version

Succession Planning for Claude Code is free and open source, published by Enterprise DNA.

Done paying for SuccessionHR?

Get your version built