Executive & hard-to-fill roles
A role that's failed twice has a requirement nobody wrote down
When a senior appointment keeps going wrong, the missing information is rarely on the CV. It's the behavior the role demands day to day — and the behavior the existing team can absorb. That's where we start.
Engagement shape
- Behavioral requirement defined with the hiring group
- Search and shortlist against that requirement
- Behavioral assessment of shortlisted candidates
- Structured interviews run consistently
- Documented recommendation, with the risks named
Where we're strongest
Roles where a mis-hire is expensive
Senior leadership
Executives whose operating style sets the tone for an entire function, and whose departure resets strategy.
Sales leadership and quota roles
Where behavioral demand varies sharply between territories, segments and sales cycles.
Specialist and technical roles
Small candidate pools where fit with the existing team's behavior decides whether the hire lasts.
Roles in a team already under strain
Hiring into a group with a known pattern — we account for what that team can actually absorb.
Succession appointments
Replacing someone long-tenured, where the role has quietly reshaped itself around one person's behavior.
Post-merger appointments
Leadership roles bridging two organisations whose behavioral norms differ more than their org charts.
What you receive
Evidence you can put in front of a board
- A written behavioral requirement for the role
- Shortlist with behavioral profiles, not just résumés
- Structured interview records across the panel
- Named risks for each finalist, not just strengths
- Onboarding guidance for the first ninety days
If you'd rather run it yourself
Some clients want the method rather than the engagement. Behavioral Interview Certification trains your hiring managers to define behavioral requirements and interview against them, and DISCflex assessments can support your own process.
Schedule a conversation
Start with the role that's stuck
Tell us what the role is, what's happened so far and who it reports to. We'll tell you how we'd approach it.
Questions
Search engagement questions
Next step
One role, one conversation
No retainer discussion until we agree what the role actually demands behaviorally.