Board members and senior operating executives have greater legally accountability for the behavior and actions of those who report to them. Our assessment serves as additional layer of protection. Our rigorous yet non-intrusive methods surface potential risks which could otherwise go undetected by conventional executive selection methods.

We use psychological assessments to improve the quality of our clients’ hiring decisions. Assessing key executives prior to hiring them or deciding whether to fund a particular proposal dramatically enhances the chances that the decision will be the right one. Given the enormous human and financial costs of hiring mistakes, an investment in a psychological assessment repays itself many times over.

We use sophisticated methods to predict the success of executives and entrepreneurs whose work and responsibilities have a disproportionately high impact on firm performance. By every conventional measure, the individuals we assess are A players. Even within this elite population, our methods allow us reliably to identify in advance whether an executive can maintain the slope of his or her performance—and whether he will emerge as an A+ player. Our methodology, which has been rigorously tested in academic settings and published in peer reviewed journals, permits us to make fine-grained distinctions and powerful predictions that are not possible using any other assessment approach.

We predict an executive’s readiness to seize opportunities, identify threats, and make shrewd decisions. Do executives possess the appropriate psychological strengths needed to fulfill their responsibilities? Can they create goals in the absence of explicit direction, take initiative, overcome resistance, tolerate uncertainty, handle rivals, motivate others, and learn from defeats? Executives who have these strengths will be far more likely to lead their companies successfully, to meet their investors’ expectations.