Effective CFO succession planning should ideally begin three to five years before any anticipated CFO transition. This proactive timeline allows for thorough assessment, targeted development of internal candidates, and seamless knowledge transfer. While comprehensive CFO succession planning services can be developed faster, implementation timelines will vary based on your organization's starting point and objectives. We work with you to ensure the best outcomes for your unique circumstances.

While internal HR teams provide valuable support, our dedicated CFO succession services offer significant advantages: objective assessment of candidates, benchmarked data on CFO competencies across industries, and structured development and transition methodologies for high-potential candidates. Our collaborative approach ensures all stakeholders are engaged in the process for optimal results.

• You'll receive guidance and support for long, mid, and shorter-term CFO succession needs to mitigate the risk of your organization being harmed by an unplanned CFO vacancy.

• Our expertise in leadership assessment and benchmarking will map your candidates against your future-focused strategy and goals, rather than your current state, through an objective third-party evaluation that eliminates internal bias and politics from the assessment.

• Our deep understanding of the external market will provide you with access to the best external CFO candidates to benchmark against your internal talent, using impartial evaluation criteria that ensures a fair comparison between internal and external candidates.

• Your internal CFO candidate(s) will feel engaged, informed, and respected throughout the process, regardless of the final selection outcome. The independent third-party perspective provides credible, unbiased feedback that candidates can trust reflects their true capabilities and potential, while providing them with development support.

• Your CFO succession candidates will receive the necessary transition support and ongoing development as they transition into the role, supported by objective insights from our external assessment that may not be apparent to internal stakeholders with existing relationships and preconceptions.

Our comprehensive approach to CFO succession combines robust assessment with extensive development and transition support. We begin with psychometric insights from top organizational psychologists, evaluating candidates' strengths, derailers, and values, alongside our market experts who assess candidates' relevant knowledge and skills based on their expert understanding of best-in-class CFO competencies. We also conduct 360-degree referencing to collect nuanced data about how candidates' leadership styles manifest daily, and specific measurements to understand their ability to forge successful relationships with other leaders and their teams.

Beyond assessment, we provide tailored development programs including individual development plans for succession candidates, CFO-specific development programs, one-on-one coaching and mentorship opportunities, and comprehensive transition support and programs to ensure smooth leadership handovers. This end-to-end approach ensures not only the right selection but also the successful development and integration of future CFO leaders.