The right hire removes friction.
The wrong one creates it.
We write the position description that attracts the right applicants. Then we use behavioral insights to help your hiring group and board see how each finalist fits within your current leadership team, your board, and your mission.Â
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The Plan
1. Focus
2. Attract
3. Select
4. Integrate
We assess your team's dynamics and define what the role really needs.
We write a position description that draws the right applicants, and repels the wrong ones.
We help you evaluate applicants, including how they handle stress and what drives them, so you choose with confidence.
We support the new leader's first 3-12 months with a series of coaching sessions and in-person mentoring (optional).
See how your next leader fits before you decide.
A résumé shows what a leader has done. It doesn't show how they'll work with your board and team. We use the ProScan behavioral insights assessment with everyone involved, so your decision rests on the full picture.
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Three parts to the picture:
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Your applicants: how each finalist naturally communicates, makes decisions, and handles pressure.
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Your leadership team: where your current leaders' styles complement each other, and where they clash.
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Your board: how your board's own style shapes a leader's experience, so you can set the new leader up to succeed.
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Everyone takes the same assessment, so you can see how the pieces fit. There are no right or wrong styles, only better or worse fits. Importantly, this isn't a performance review. It's a map of how your team works best. Applicants and participants always know how their results will be used.
Don't hire without the full picture.
If you hire without the full picture: A leader who's talented but mismatched with your board. Friction that surfaces months later, when it's harder to fix. Turnover, lost confidence, and a mission that stalls.
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When you hire right: A leader your board trusts, a team that's ready to follow, and an organization that moves together from day one.
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