LEADERSHIP ASSESSMENT 

Make the Final Appointment with Greater Confidence

A strong CV and a good interview do not necessarily predict success in the role.

Leadership Assessment provides a structured and independent view of whether a candidate has the experience, capability, motivation and leadership behaviour required for the position.

WHEN ASSESSMENT IS RELEVANT

• Two or more final candidates appear equally strong
• An internal successor is being considered
• The company wants an independent second opinion
• The role involves substantial leadership or transformation responsibility
• There are concerns about the candidate's fit with the organisation
• The hiring team wants to reduce the risk of a wrong appointment
• A board, investor or owner needs additional decision support 

ASSESSMENT ELEMENTS

• Structured career interview
• Functional experience assessment
• Leadership interview
• Hogan personality assessment
• Business case or presentation
• Motivation and risk analysis
• Organisational and cultural fit assessment
• Structured reference checking 

WHAT WE ASSESS

• What the candidate has actually been responsible for
• Which results the candidate has delivered
• The scale and complexity of previous roles
• Leadership behaviour and decision-making
• Ability to lead change
• Stakeholder management
• Functional depth
• Motivation for the role
• Potential risks and development needs
• Fit with the company's present situation

THE OUTPUT

The company receives a clear assessment covering:

• Overall suitability
• Relevant strengths
• Areas of concern
• Leadership profile
• Fit with the role and situation
• Questions requiring further validation
• Recommended onboarding priorities

The objective is not to produce a generic personality report but to improve the quality of the appointment decision.