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Building an Executive Succession Pipeline for a Global Refining Company


Conference room table illustrating executive succession planning (case study image).

Proven Results: Identifying Downstream Executive Successors for the CFO, VP of Marketing, and VP of Planning Roles


TL;DR – Strategic Executive Succession Planning Delivered

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In this case study, a global refining company needed to prepare for multiple executive retirements over 12 to 18 months. TLR Search partnered with leadership to build a vetted pipeline of qualified successors for the CFO, VP of Marketing, and VP of Planning roles, ensuring leadership continuity and protecting long-term business stability.

Infographic showing how TLR Search conducted a confidential executive succession search for a global refining company, building a leadership pipeline for CFO, VP Marketing, and VP Planning roles.

Challenge: Preparing for Leadership Turnover Across Multiple Functions


The client anticipated the retirement of three senior executives:

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  • Chief Financial Officer (CFO)

  • Vice President of Marketing

  • Vice President of Planning


With several leadership transitions approaching within a short window, the company recognized operational stability and strategic continuity risks. Internal successors were not yet identified for all roles, and they needed an external perspective to:


  • Map the available market talent.

  • Identify external candidates with the right mix of industry experience, leadership capability, and cultural alignment.

  • Present a pool of potential successors well in advance of each retirement.


Because these retirements had not yet been announced internally, TLR Search was engaged to conduct a confidential executive search and market mapping process, protecting the company’s internal dynamics while building a proactive succession plan.

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Solution: Executive Search + Market Mapping for Succession Readiness

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TLR Search approached this project as a highly strategic, confidential market mapping and executive talent assessment process.


We:

  • Partnered directly with company leadership to define successor profiles for each executive role

  • Conducted deep talent market research across the refining, downstream, and broader energy sector

  • Evaluated both technical and leadership competencies across financial, marketing, and planning functions

  • Built and presented a vetted short list of external candidates for each position

  • Provided market insights to help internal leadership refine timing and development plans for existing team members


Our proactive approach allowed leadership to visualize multiple options for each role, giving them flexibility on hiring externally or developing internal leaders.

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Result: A Clear, Actionable Succession Plan

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The company gained:

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  • A fully vetted external candidate pipeline for three executive roles

  • Enhanced understanding of market compensation, leadership trends, and competitor talent pools

  • The ability to time retirements and transitions with confidence, knowing multiple successor paths existed

  • Increased organizational stability during a complex leadership transition period

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The company protected business continuity by building the succession plan ahead of the retirements and avoided rushed executive searches.

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Looking to strengthen your succession pipeline?

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We help refining, energy, and chemical companies build leadership pipelines that balance internal development with external market insight.






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