Insights & Recommendations
Rule-based analysis for now — H1 2026. A real LLM-generated narrative summary is the natural next step once this data shape is proven.
19 critical/high-impact role(s) have no succession plan: Ava Morgan, Casey Flores, Casey Hayes, Chloe Myers, David Chen, Drew Carter, Ella Hughes, Ella Long, Isla Flores, James Anderson, Julian Dawson, Julian Stone, Lucas Myers, Lucas Stone, Lucas Vance, Mia Griffin, Noah Marsh, Ruby Palmer, Taylor Cooper. A departure here would leave a gap with no ready replacement.
8 top performer(s) are flagged as high flight risk: Ava Flores, Ava Powell, Emily Parker, Julian Nash, Liam Bailey, Mason Bailey, Rachel Bennett, Ruby Palmer. Prioritize retention conversations this cycle.
16 people are marked ready for promotion now: Alex Warren, Casey Barrett, Casey Holt, Drew Powell, Jamie Nash, Lucas Griffin, Mason Hayes, Mia Warren, Nathan Reed, Noah Cooper, Piper Holt, Rachel Bennett, Riley Flores, Ryan Coleman, Taylor Flores, Taylor Stone.
8 "Rough Diamond" case(s) — high potential but not yet performing: Ava Powell, Casey Warren, Ella Long, Emily Parker, Mia Warren, Nathan Reed, Peyton Wells, Taylor Stone. Worth investigating whether it's a fit, ramp, or management issue.
30% of evaluated employees are rated high potential (32 of 108).
Average custom/360 score across evaluated employees is 73.4.
By team
| Team | Headcount | Below performance | High potential | High flight risk |
|---|---|---|---|---|
| Engineering | 39 | 14 | 14 | 4 |
| Product | 22 | 4 | 7 | 3 |
| Sales | 29 | 5 | 6 | 3 |
| People Ops | 5 | 1 | 1 | 1 |
| Marketing | 13 | 1 | 4 | 2 |