Everyday working style
The Hogan Personality Inventory: how someone operates when things are going well - their strengths and default style day to day.
Our Approach
The Science
The Certified Science Behind Every Engagement
Our team is certified in Hogan Assessments. The Hogan Assessment shows you how people are actually wired - their strengths day to day, the tendencies that surface under real pressure, and the values that determine whether they'll thrive in your culture or fight it.
The Hogan Assessment is a scientifically validated, three-part psychometric framework - Hogan Personality Inventory, Hogan Development Survey, and Motives, Values, Preferences Inventory - used globally in executive assessment and succession planning. We're certified to administer and interpret it directly, rather than outsourcing the analysis. Built on decades of research linking personality to real-world job performance, the Hogan Assessment gives us an evidence-based read on how someone is likely to lead, whether they're coming from outside or already within your organization.
Potential derailers
The Hogan Development Survey: tendencies that surface under stress or pressure - and don't show up in a normal interview.
Drivers & values
The Motives, Values, Preferences Inventory: the core drivers that determine which culture, team and role someone will actually thrive in.
Executive & Board Search
When You're Hiring
Every search starts with your business objective, not a job description. Before we source a single candidate, we align on what this role needs to accomplish - and how it fits your broader strategy. From there we move beyond traditional interviews to build a 360° view of every candidate through four lenses - each one showing a different dimension of who this person really is.
Each lens is curated to the role - and to the specific questions a given candidate raises.
Lens 01 - Behavioral interviews
What They've Done
How someone has actually behaved in the past predicts how they'll behave again far better than a hypothetical answer does. So we ask for real, specific situations - and we deliberately keep going well past the point where most interviews wrap up.
- Every candidate walks through multiple real situations in depth: what happened, what they specifically did, why, what was at stake, and the result.
- We extend the interview past rehearsed talking points - intentionally, to the point of fatigue.
- We're not trying to catch anyone out; we're making sure a strong first twenty minutes isn't mistaken for the whole picture.
- Each interview is curated to probe the specific areas of interest or concern for that candidate.
Lens 02 - Hogan assessment
How They're Wired
Two candidates can look great on paper and lead completely differently in the seat. Hogan gives us an evidence-based read on how each will perform - on a typical day, and under stress.
- Applied to every finalist, so you're comparing candidates on the same evidence - not impressions from separate conversations.
- Used to talk through exactly how a candidate will lead or derail, and how to set them up to succeed.
- You'll never fully eliminate risk from a hire - but you can choose which derailers are more palatable for your organization and this specific role.
- Each interview is curated to probe the specific areas of interest or concern for that candidate.
Lens 03 - Business plan / case simulation
How They Think
Finalists don't just describe how they think - they show it. Depending on the role that might be a business plan, an investment committee simulation, a 90-day plan, or a live market or portfolio scenario tied to your business.
- Built around the actual demands of the role, not a generic case study.
- Reveals how a candidate structures ambiguity, prioritises, and communicates under real conditions.
- You see the work product directly.
- A two-way preview, not just an evaluation: both sides walk away knowing what working together would feel like.
Lens 04 - Rigorous referencing
How Others Experience Them
Referencing isn't a check-the-box exercise. We go beyond the two or three references a candidate hand-picks, seeking additional perspectives that confirm or challenge what we've learned along the way.
- Surfaces patterns and blind spots that never come up in an interview.
- Adds real texture: not just whether someone can do the job, but what it's like to work alongside them.
- What we learn doesn't stop mattering at the offer - reference feedback carries into onboarding, so you can integrate your hire from day one.
Selection & Onboarding
One decision, fully evidenced
Together, the four lenses give you more than a hiring decision - the clearest possible read on whether this person can execute against the objective we aligned on at the start.
- A single, decision-ready recommendation
- Measured against the original business objective
- We stay engaged through onboarding, so fit on paper becomes fit in practice
Team Builds
Why this process is also how we build teams
The same four lenses that reveal how one person operates reveal how several will operate together. On multi-hire mandates we look at how each person's working style, values and potential derailers complement or clash with everyone else's - so the team functions as a unit from day one, not a collection of strong individual hires. It's why we're known for team builds, not only individual placements.
Organizational Design & Succession Planning
When You're Developing the Team You Already Have
Good succession planning starts with a clear view of two things: where your business is headed, and who inside your organization is genuinely positioned to take it there.
In-Depth Business Review
Before we look at any individual, we look at the business itself - its strategy, structure and direction - so we know what leadership the organization will actually need.
- Review current structure and reporting lines against where strategy is really taking the business.
- Map where growth, transition or risk will create leadership gaps before they become urgent.
- Ground every recommendation in where the business is going, not just who's next in line.
Hogan Assessment
The same certified assessment, applied to your internal talent - an evidence-based read on how each person is wired and where else they may fit.
- Flags real readiness - or real risk - for a bigger or different role, well before a promotion decision.
- Internal talent gets the same rigour, and the same certified team, as an external candidate.
Life Walks
A structured, chronological conversation through someone's whole career and life journey - not just their résumé - so we understand what shaped how they lead, decide and grow.
- Surfaces formative experiences and inflection points: the "why" behind a career, not just the "what".
- Reveals whether someone is genuinely driven for what's next, or already at their natural ceiling.
- Reaches a dimension no personality instrument or résumé review can reach on its own.
Structured Interviews
We supplement each person's own perspective with structured conversations across the organization - manager, peers, direct reports.
- Confirms or challenges what the business review, Hogan assessment and life walk surfaced.
- Shows how someone is actually experienced by the people around them, day to day.
- The same 360° view behind every search - turned inward, on the team you already have.
Together, these four methods tell you not just who's ready for what's next - but what your organization needs to build around them to get there.