Fuel50

Succession isn’t an HR task — it’s a business continuity strategy. When managers, HR, and executives co-own succession, coverage gaps disappear and internal mobility thrives. Fuel50 Succession empowers shared ownership with real-time readiness insights and skills data that everyone can trust. Join us next week to see how forward-thinking organizations are building inclusive, future-ready pipelines that grow with their business. 📆On October 22nd, 2025, 1:00 PM ET 🔗Register using the link in the comments below → https://hubs.la/Q03NRW7x0 Invite your peers — the future of succession is collaborative.

Your next idea worth stealing? It probably won’t come from a conference keynote—but from the person across the table at our Orlando executive dinner. Pull up a chair on October 26, connect with fellow HR leaders, and trade real-world insights on workforce agility, leadership, and more. ➡️Spirited conversation ➡️Great food, greater company ➡️Takeaway ideas you’ll want to run with Monday morning Seats are intentionally limited—don’t miss your spot at the table. 📍Il Mulino, Disney's Swan and Dolphin Resort – Sunday, October 26th, 2025 | 6pm ET-9pm ET 🔗 Request Your Seat: https://hubs.la/Q03NRTdJ0 Come for dinner. Leave ready to shake up what comes next.

Our very own Jo Mills, President of Fuel50, will be joining a powerhouse panel at Skills@Work 2025: Turning Strategy Into Skilled Action — hosted by achieve Engagement. 🗓 October 15, 2025 🕒 11:30 AM – 3:30 PM ET Jo will join leaders from JetBlue Airways, Think Human, and more to unpack what it really takes to turn skills strategy into skilled execution. Expect real stories, lessons learned, and insights from those who’ve been in the trenches — moving beyond theory to real, measurable impact. If you’re an HR, Talent, or L&D leader ready to stop circling the “skills” conversation and start driving change that sticks, this is one to attend. Register here: https://hubs.la/Q03NnFLR0

Most organizations think they have succession covered—until someone leaves. On paper, there’s a list of names. Maybe even a color-coded spreadsheet. But when a critical role opens, the “ready now” candidates aren’t actually ready, and the scramble begins. That’s because most succession plans are built around titles and tenure, not skills and readiness. They assume yesterday’s org chart will solve tomorrow’s challenges. We built Fuel50 Succession to change that. It’s a dynamic, skills-first system that shows who’s actually ready — now, soon, or next — based on real data, not gut instinct. It updates as people grow, giving leaders a real-time view of their pipeline health and continuity across the business. Succession shouldn’t be a static list. It should be a living system that protects your business before a vacancy ever happens. See how skills-first succession is redefining organizational resilience with Fuel50 Succession: https://hubs.la/Q03MzHqt0

We’re bringing our signature executive dinner series to Orlando on Sunday, October 26 at 6 p.m. ET — hosted at the acclaimed Il Mulino in Disney’s Swan and Dolphin Resort. These evenings have become a highlight for senior HR and Talent leaders nationwide — a space for authentic conversation, shared challenges, and new perspectives that carry back into Monday’s strategy. Together we'll create: ➡️Thought-provoking discussions ➡️Real connections with visionary peers ➡️Actionable ideas that make an impact Seats are intentionally limited to keep the conversation meaningful. Request to join this invite-only gathering of CHROs, VPs, and senior HR executives. 📍Orlando – October 26 🔗Request Your Spot: https://hubs.la/Q03Mr-Lh0

Only 23% of employees say they’re thriving, and outdated development systems are a big reason why. This new article from Fuel50 explores how AI-powered Skills Intelligence is turning talent development from a privilege into a fairer and more transparent data-driven opportunity for all. Read more: https://lnkd.in/eR4Gq3Wn

If you're in the Boston area, we’re hosting an executive-level dinner for senior HR and Talent leaders TODAY — and it’s always one of our favorite ways to connect with brilliant peers. We’ve hosted dozens of these intimate dinners around the country, and the feedback is always the same: - Great conversation. - Real connection. - Insights you can put into action the next day. Seats are intentionally limited to keep the conversation valuable and engaging. Request your spot to be considered for this invite-only gathering of CHROs, VPs, and other HR executives. Request Your Spot here: https://hubs.la/Q03KC6kc0 (Only a few slots left.) Let’s share a great meal, fresh ideas, and a little inspiration.

Internal mobility is more of a cultural issue than a technical one. The biggest barriers to mobility don’t come from systems. They come from the habits and incentives that shape how managers treat talent. And too often, those habits lead to mistakes that quietly block growth and movement: ❌ Mistaking talent hoarding for retention. Holding onto top performers feels like protecting stability, but it actually creates stagnation. Employees who can’t move disengage and eventually leave. ❌ Relying on resumes instead of skills. When leaders judge talent only by past job titles, they overlook the real capabilities already inside the business. Growth becomes backward-looking. ❌ Assuming external hiring is faster. Going outside looks like the quicker option, but external hires cost 1.7x more and take longer to ramp—while ready internal candidates go unseen. The truth is that technology can surface opportunities, but it can’t change behaviors. Until leaders rethink incentives and let go of these habits, internal mobility will stay blocked. Read more here: https://hubs.la/Q03KsN0Z0

We’re proud to share that Fuel50 has been named one of the Top WorkTech Vendors in the World for 2025 by Inspiring Workplaces and TSC. This recognition is a testament to our team’s relentless passion, innovation, and commitment to helping organizations solve the global skills crisis. At Fuel50, our mission has always been clear: create cultures of opportunity where people can grow, thrive, and envision a future with their employer. By putting people at the center of workforce strategy, our Talent Intelligence Platform empowers enterprises to: ✔️ Identify and close skills gaps with real-time skills intelligence ✔️ Enable personalized career pathing and curated skill development ✔️ Deliver actionable insights that strengthen retention and engagement ✔️ Build future-ready teams aligned to evolving business needs A huge thank you to our incredible team, partners, and clients who make this impact possible every day. Here's the press release: https://hubs.la/Q03JZvhB0

Here are three features of Fuel50 Insights that we’re especially excited about—and we’ve already seen HR leaders getting enthusiastic about them: 1- Skill Loss Forecasting: See which skills are at risk of disappearing if key employees leave. This helps organizations protect institutional knowledge and plan succession with confidence. 2- Turnover Risk Analysis: Identify vulnerable roles, business units, or capability clusters before attrition happens. With this foresight, HR leaders can act early to retain talent where it matters most. 3- Single-Point-of-Failure Mapping: Spot where critical capabilities are concentrated in just one or two people. This visibility makes it possible to address risk through mentoring, cross-training, or redeployment—before it becomes a business problem. These features are predictive signals rooted in behavioral science—giving HR the power to move beyond reporting the past and start steering the future with clarity and conviction. Read more here: https://hubs.la/Q03Hn4CH0