FAQ
Get straight answers before you decide.
Answers for CEOs, boards, HR and people leaders on how we assess, advise and search. Select a question to open the answer.
Executive advisory
Understand deliverables, methods and confidentiality.
What exactly will we receive?
A written statement of work defines every deliverable. That usually means individual assessment reports, a team-level summary, a findings presentation to leadership or the board, and a prioritized action plan. You own all final deliverables.
Who will do the work?
A named senior partner leads every engagement and attends every key meeting. We tell you in the proposal exactly who is on the team, and we don't swap people without your approval.
What assessment methods do you use?
Structured behavioral interviews, 360-degree stakeholder feedback, and validated psychometric tools such as Hogan, Strengths Coaching and DiSC Workplace. Every method is applied consistently to every executive, which supports fair and defensible conclusions.
How do you handle confidentiality?
Assessment results are shared only with the people named in the engagement agreement. We sign your NDA or use our own, and we keep individual feedback confidential unless the participant and sponsor agree otherwise.
Will executives know about it?
Yes. We recommend transparent assessments, and we brief each participant on purpose, process, and how results will be used. Assessments run without the person's knowledge damage trust and produce weaker data.
Can advisory lead to a search?
Often, but it never has to. If an assessment shows a gap, we'll tell you, and you can fill it internally, with us, or with another firm. Our advice doesn't depend on selling you a search.
Leadership search
See how we build slates and keep searches confidential.
How do you build a diverse candidate slate?
Every search starts with a broad market map that deliberately looks beyond the usual networks. We present a slate that reflects the full range of qualified talent. We assess every candidate against the same agreed criteria, and all hiring decisions remain yours.
How do you assess candidates?
In-depth, competency-based interviews with a partner, structured evaluation against the position specification, and thorough references. Formal background and education checks are run with the candidate's written consent, in line with the Fair Credit Reporting Act and applicable state law.
Can you keep a search confidential?
Yes. For confidential searches, such as replacing an incumbent, we approach candidates without naming your company until they've signed an NDA and you've approved disclosure.