Leadership and person assessment for recruitment and development
A senior appointment is one of the most consequential decisions an organisation makes, and interviews alone are a weak predictor. We use validated instruments and structured method to give decision-makers a defensible, comparable and fair picture of a candidate.
The problem we are asked to solve
Assessment is often either skipped or bought as a report nobody knows how to use.
- Appointments made on chemistry and CV, then regretted within a year
- No comparable basis for choosing between two strong final candidates
- Succession discussions based on visibility rather than capability
- Assessment processes that quietly disadvantage some candidates
How we assess
We combine instruments with human judgement, and we are explicit about what each instrument can and cannot tell you.
Second-opinion assessment in recruitment
An independent assessment of final candidates against the specific demands of the role, delivered as a clear recommendation with reasoning.
Validated instruments
EQ-i 2.0 and EQ 360, personality and cognitive ability measures, and resilience assessment — selected for the question being asked.
Structured interviewing
Competency-based interviews run to a consistent method, so candidates are compared on the same basis.
Fair and inclusive practice
Instruments chosen for validity across cultures, and processes designed to reduce the influence of bias on the decision.
Development assessment
The same rigour applied internally — for succession, potential and individual development planning.
Who it is for
- Boards and executives making senior appointments
- HR and talent teams strengthening their selection process
- Recruitment partners needing an independent second opinion
- Organisations building an internal succession pipeline
What changes
- Better-founded appointment decisions, with the reasoning documented
- A fair, consistent and explainable process for every candidate
- New leaders who start with a development plan already in hand
- A clearer internal view of leadership potential
Related work
EQ-i 2.0 and EQ 360
Certified assessment and debrief with the most widely used validated measure of emotional intelligence.
Leadership development
Longer-form programmes that build leadership capability at every level, from first-line managers to executive teams.
Executive coaching
Individual and team coaching partnerships for senior leaders who need a place to think honestly.
Let's talk about your situation
Every engagement begins with a conversation. We listen first, then design something that fits your organisation — not a template.
connect@eq-people.com · +46 70-371 02 27