← Our process · Step 4 of 7
Assessing strengths and weaknesses
We personally interview the best-suited candidates using structured, competency-based interviews designed to minimize bias.
Typical timing: Weeks 4 to 8
Before any candidate is presented to you, we conduct structured, competency-based interviews aligned to the leadership profile developed during discovery. We supplement those interviews with informal reference conversations to test fit and reputation in the market.
For every candidate we advance, we provide a written assessment addressing their major strengths, their potential limitations relative to the role, and why they are genuinely attracted to your organization specifically, not simply to a bigger title.
We also flag highly qualified candidates who express initial reluctance, often because of timing, location or family considerations, so that you can decide with us whether a second approach is worth making later in the process rather than losing that candidate for good.