For a single executive, typically five to seven business days from kick-off to report delivery. For a full C-suite, expect two to three weeks. We calibrate to the urgency of the situation, particularly for PE clients working within a transaction timeline.

Yes. 95% of leaders report that our assessments accurately reflect who they are, and 96% report increased self-awareness. The process is designed to feel like a meaningful professional conversation and we always debrief the leader on the findings.

Yes. We conduct both selection assessments, evaluating candidates for a specific role, and development assessments, evaluating leaders in their current or future-scope roles to inform coaching, succession planning, or development. The methodology is adapted for each context.

A selection assessment evaluates a candidate against the requirements of a specific role to inform a hiring or promotion decision. The focus is on selecting the right person and determining what they will need in order to succeed once hired. A development assessment evaluates a leader already in a role, or being considered for a larger one, to identify development needs and or determine what support would accelerate their readiness for new challenges. The methodology is adapted for each, and the reporting differs because the audience and the decision differ.

It depends on the type of assessment. In a selection assessment, the organization is making a hiring or promotion decision, so we deliver an objective read on the candidate’s capability, fit, risk, and development needs relative to the role. The candidate receives a debrief on the findings. In a development assessment, it depends on the purpose. When the work supports succession planning, the organization usually asks for the findings and we share them. When the purpose is to invest in a leader’s growth more broadly, the leader owns the results. We encourage them to share what they learned and how they intend to apply it with their manager, but what gets shared is their decision. We are clear about this at the outset, because a leader who knows they control how the findings are shared engages differently with the process, and our data supports this. 95% of leaders report that our assessments accurately reflect who they are, and 96% report increased self-awareness, which is harder to achieve when someone is guarding their answers.

Our assessments produce insight you can act on immediately, like whether a leader fits a critical role, what the risk factors are, and how to accelerate their readiness once they are in the role. That insight is even more impactful when the rest of your leadership infrastructure is aligned. What a role demands depends on how the organization around it is designed, so we assess against both. What we find should shape the development that leader receives and the executive coach they are matched with. The criteria you evaluate against should match the criteria you later promote and compensate against. And your career architecture has to create opportunity for the advancement and growth that keep top performers engaged. Our assessments are never designed in a vacuum, but rather to support your business strategy as a whole.