Dylan Hoback
Accu-Tube
My Praxie analytics software transformed our operations, enabling data-driven decisions and streamlining our manufacturing process.
You rated the whole organisation. You still cannot fill the role.
Replace spreadsheet grids and once-a-year calibration with AI that scores performance and potential against defined criteria, keeps the grid current, and turns every placement into a development or succession action.
$0
Send us your current talent review data
See Praxie in Action Now
Free pilot on your own people data. You keep what we find.
AI 9-box & succession planningfor HR and people leaders
Customer Success Stories
Dylan Hoback
Accu-Tube
Jason Carpenter
Environmental Pest Management
With Praxie, I found a way to take what was in documents and spreadsheets and provide my team with a visual application environment to drive our strategy with full accountability.
Elizabeth Pridham
Perfection Fresh
Praxie dramatically improved our process through digital transformation. We now have visibility and can drive decisions at a fraction of the time.
Scott Russell
NUCOR Vulcraft
I would heartily recommend the Praxie team to any organization seeking to seriously undertake a lasting and successful innovation process.
Mike Bainbridge
Dover Food Retail
Our MFG Ops application greatly improved our daily management initiatives. It is easy to see how we are doing, identify issues, and track improvements—no matter where we sit.
Jeff Piotrowicz
ChemLink
With Praxie we've created a way to report on complex projects that gives management full visibility. Executives have visibility to projects, assignments, and more at their fingertips.
Maureen Thompson
American Nurses Association
Our Praxie App makes it easy to track progress on strategic objectives across the organization and includes an executive-level dashboard with real-time reports to the board on key initiatives.
Tom Anderson
Springfield Armory
Praxie is used every day to track and analyze every aspect of production, quality, safety, and more. We improved quality by 10%.
Peggie Pelosi
Innovators Alliance
Almost overnight, Praxie created a customized solution for our 100 member organizations across Canada to drive strategy and innovation.
Kate Merton
Anthem
Praxie's innovation solution stood out from other options because it can be customized so quickly to fit our exact process requirements. Plus, it is incredibly easy to use and manage.
The grid is finished. The decisions are not.
Placing people on the grid was the easy part. Agreeing what potential means, and acting on where people landed, is the job.
“Who replaces her if she leaves in June?”
“I rated my team the way I always rate them.”
Nine boxes, three hundred names, and a spreadsheet nobody opens until next year.
You do not need a better grid. You need the placements to mean the same thing across teams — and to produce an action.
If you own talent reviews
Is this your talent review?
Most HR and people leaders recognise at least four of these. If you recognise six, the rest of this page is written for you.
- “Potential” means something different to every manager.
- Ratings reflect the last three months, not the last three years.
- The grid is built once a year and then filed.
- Calibration happens in a meeting, then gets edited offline afterwards.
- Strong performers are assumed to be ready for the next role.
- Placements are agreed but development actions never follow.
- Critical roles have no named successor.
- “Who is ready for that role?” is answered from memory.
None of this is a grid problem. It is a consistency and follow-through problem.
Is this you?
Worked example — multi-site employerThe grid used to say more about the manager than the person.
Annual↓Continuoushow current the talent picture is
Several hundred employees, dozens of managers, and potential defined differently in every one of their heads.
Because each manager applied their own bar and calibration changes were made offline after the session, placements were not comparable between teams — and a strong performer in one function outranked a genuinely high-potential one in another.
With performance and potential scored separately against defined criteria and the grid connected to the underlying data, placements become comparable, and each one carries a development or succession action instead of ending at a label.
Succession review, 9am
What you walk into the succession review with
Today
A grid and a guess.
- Ratings drawn from the last quarter
- Potential defined differently by every manager
- Calibration edited offline after the session
- Placements with no action attached
→
With Praxie
A bench you can actually name.
- Criteria applied consistently across teams
- Performance and potential scored separately
- Calibration captured where everyone can see it
- Every placement carrying a development or succession action
Key ROI Elements
50%
Faster Talent Reviews
Less time consolidating data, preparing slides, and updating grids.
30%
Better Succession Readiness
More visibility into ready-now and ready-soon leadership options.
40%
Less Manual Calibration
Fewer offline edits, duplicate meetings, and manual follow-ups.
25%
Lower Leadership Risk
Critical roles and succession gaps are identified earlier.
Higher
Employee Retention
Growth paths and development plans help retain top talent.
Stronger
Leadership Pipeline
Better bench strength, development focus, and workforce planning.
See Praxie in Action Now
Which critical role has no named successor?
Now select a day and time below.
Why Nine Boxes Stop at a Label
Spreadsheets &
Manual Talent Reviews
- Manual data collection
- Inconsistent rating criteria
- Limited visibility across teams
- Hard to track development plans
- Succession plans become outdated
HRIS Talent
Modules
- Connected to employee records
- Often rigid workflows
- Limited 9-box customization
- Basic reporting
- Slow to adapt to leadership needs
Traditional
Talent Platforms
- Strong HR process support
- Useful calibration workflows
- Can be complex to configure
- Often requires heavy administration
- Limited operational flexibility
Point
AI Tools
- Helpful for summaries and prompts
- Limited talent context
- Not built for 9-box workflows
- Requires manual tool stitching
- Weak succession governance
★ BEST FIT
Praxie AI-Powered
9-Box & Succession
- Dynamic 9-box talent workspace
- AI-assisted talent insights
- Readiness, risk and bench-strength views
- Development plans, alerts and workflows
- Faster deployment, lower complexity
9-box flexibility
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AI-driven talent insights
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Succession pipeline visibility
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✓
Readiness and risk tracking
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✓
Development plan workflows
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✓
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✓
Speed to deploy and adapt
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Why Praxie
Stands Out
Stands Out
More flexible than standard HRIS talent modules
Smarter than manual calibration and spreadsheets
Broader than standalone AI summary tools
Faster to deploy than heavy enterprise talent platforms
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AI-Powered 9-Box & Succession Planning FAQ
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Questions HR Leaders Ask Us First
The objections we hear in the first 20 minutes — answered plainly.
1
How does AI improve the 9-box talent review process?
Answer: AI helps leaders analyze performance, potential, readiness, skills, goals, and feedback in one place. Instead of relying only on static spreadsheets or subjective discussion, teams get a more complete view of each employee and clearer recommendations for talent placement.
2
Can AI reduce bias in succession planning decisions?
Answer: Yes. AI can help reduce bias by standardizing evaluation inputs, surfacing data-backed insights, and highlighting inconsistencies across ratings. Leaders still make the final decisions, but the process becomes more transparent, consistent, and explainable.
3
How does the system identify future leaders and high-potential employees?
Answer: The AI analyzes multiple talent signals, including performance history, growth trajectory, role fit, skills, competencies, career interests, manager input, and readiness indicators. This helps organizations identify high-potential employees earlier and build stronger leadership pipelines.
4
Will this help us see succession risks before they become a problem?
Answer: Yes. AI-powered succession planning can flag critical roles without ready successors, identify bench strength gaps, and highlight retention or readiness risks. This allows leaders to act earlier with development plans, role rotations, mentoring, or targeted recruiting.
5
Is this better than using spreadsheets or traditional HR systems?
Answer: Yes. Spreadsheets are usually static, disconnected, and difficult to maintain. AI-powered 9-box and succession planning keeps talent data more dynamic, connects insights across roles and teams, and helps leaders turn talent reviews into action plans.
Bottom line: AI-powered 9-box and succession planning helps leaders make faster, fairer, and more strategic talent decisions while building a stronger leadership pipeline.
Which critical role would you fill first, if you could see the bench?
Send us your current talent review data. We’ll show you what Praxie would surface — your people, your criteria, your succession gaps.
1Send us your talent data230-minute review3Free pilot on your data
See Praxie in Action
No cost, no obligation — and you keep what we find either way.