Hire, Land, Align

Bad hires are expensive. Good hires still need to land well.

You’re about to make a senior hire. Or you’ve just made one and something doesn’t feel right. Or you’re looking at your leadership team and wondering whether you’ve got the right people in the right seats.

Gut feel gets you so far. Psychometrics get you the rest of the way. I use validated assessment tools — Hogan and Lumina Spark — to give you a clear, objective picture of how someone is wired: how they lead, how they work under pressure, where they’ll complement your team, and where they might clash.

    • Role-fit assessments for senior hires — a detailed profile that goes well beyond what an interview can tell you

    • Onboarding portraits for new joiners — so you and they can hit the ground running, not spend six months figuring each other out

    • Team-strengths mapping — who complements who, where the gaps are, and where the friction is likely to come from

    • A plain-English debrief with you (and with the candidate or team member, if appropriate)

  • A candidate assessment can be turned around in days. Team mapping depends on group size but typically takes 1–2 weeks from psychometrics to debrief.

  • Leaders and HR teams making high-stakes people decisions — particularly at senior level, where the cost of getting it wrong is high.

  • Teams That Work (once new people are in place and the team needs to recalibrate) or Executive Coaching (for individual development based on what the assessment reveals).