Building an Executive Succession Pipeline for a Global Refining Company
- Kimberly Wilson
- Jul 7
- 2 min read
Updated: Oct 28
Proven Results: Identifying Downstream Executive Successors for the CFO, VP of Marketing, and VP of Planning Roles
TL;DR – Executive Succession Planning Case Study (Energy Sector)
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.
Challenge: Preparing for Leadership Turnover Across Multiple Functions
Challenge Summary: Multiple upcoming retirements risked leadership continuity across finance, marketing, and planning.
The client anticipated the retirement of three senior executives:
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.
Solution: Executive Search + Market Mapping for Succession Readiness
Solution Summary: TLR Search created confidential executive market maps and successor pipelines for each role.
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.
Result: A Clear, Actionable Succession Plan
Result Summary: The company gained clarity, options, and confidence to time transitions strategically.
The company gained:
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
The company protected business continuity by building the succession plan ahead of the retirements and avoided rushed executive searches.
Looking to strengthen your succession pipeline?
We help refining, energy, and chemical companies build leadership pipelines that balance internal development with external market insight.
Next Step:
→ Explore more executive search case studies
→ Learn how we help companies prepare for upcoming leadership transitions
→ Contact TLR Search for a confidential search consultation