Hiring, leadership selection, succession, development and team performance each demand a different approach. We work with you to build the right assessment battery, drawing on tools from the world's leading providers, interpreted by registered psychometrists. We turn results into decisions you can defend.
Each service draws on a library of over 230+ scientifically validated instruments.
A bad hire is expensive and hard to undo. We help you understand a candidate's strengths and weaknesses before you commit.
We assess the capabilities that underpin leadership effectiveness: navigating complexity, managing interpersonal and emotional dynamics, and leading and influencing others.
We help you map your leadership landscape and understand your bench strength, identifying who is ready to step up, who needs further development, and the common development needs across the talent pipeline.
We help you understand the strengths, potential, and development needs across your talent pool and highlight where development initiatives will have the greatest impact.
The decisions you make about people carry real weight, so our process is built to be thorough, fair and easy to defend. From the first conversation to checking how things turned out, here is what working with us looks like.
We start with the decision in front of you and what is riding on it. Where does the role sit, what does a strong performer actually look like, and where will assessment tell you something you do not already know? From there, we build around your situation rather than reaching for an off-the-shelf battery.
We choose instruments that are validated and that measure what matters for this role, not what is easy to test. Then we work on the scope, cost, and turnaround within your constraints and sign it off with you before a single candidate is invited.
We run it from here. We invite the candidates, chase the stragglers, and keep conditions consistent so everyone is judged on the same footing. Your team does none of the administration.
A registered psychometric professional reads every report, never a machine on its own. We work to the professional and ethical standards the field is held to, and we give you a clear recommendation in plain language, usually within 48 hours of the last candidate finishing.
We lay the candidates out side by side so your panel can see the differences quickly, and we sit in to talk it through. Push back, ask the hard questions, and you will get a straight answer you can take into the room and defend.
The report is not where we stop. Months later we go back to the line managers and ask how the hire is working out, because that is the only real test of whether our advice was any good. It keeps us honest and it keeps your decision defensible.
Candidate information stays confidential. It lives on secured, encrypted servers, access is restricted, and reports are locked to the people who are meant to see them. What you hand us stays yours.
We're publisher-agnostic. Our job is to choose the instrument that fits the question, not to favour a single brand.
230+ validated assessments across nine dimensions , cognitive ability, personality, integrity, skills, emotional intelligence, leadership potential, situational judgement, interest and values.
Tests are instruments , useful only in skilled hands. A publisher sells access; a consultancy interprets results in context, combines tools where one isn't enough, and stands behind the recommendation. Hogan results read very differently for a graduate hire than for a CEO succession candidate. The difference matters.
Three things. First, we're publisher-agnostic , we work with 18 publishers and choose tools by fit, not by sales target. Second, every assessment is interpreted by an Registered Proffessional psychometrist; reports are written for decision-makers, not for statisticians. Third, we focus on the decision: the test is a means, the outcome is what we deliver against.
Yes. All assessments are administered in compliance with the Health Professions Council of South Africa (HPCSA) and the Employment Equity Act. Many instruments are specifically normed for South African populations, and we document methodology in case a decision is ever challenged.
For a single-role hire, the typical cycle is one to two weeks: brief, design, administer (candidates complete remotely), interpret, present. Leadership and succession engagements run longer because they typically involve panels of candidates. We'll scope timelines at the brief stage.
Yes. The majority of our instruments support remote, off-site online delivery with proctoring options where the use case requires it.
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