Leadership Diagnostics · Switzerland

Decision-grade clarity for high-stakes leadership moments

When the cost of a wrong call is real — a mis-hire, a career pivot, a promotion under pressure — structured diagnostics replace assumption. We triangulate behavioural data, structured interviews, and role context into one defensible output.

PXT Select® · Structured Interviews · Leadership Operating Blueprint

Explore Profiling Career Strategy
Dr. Rodica Zerguine — Leadership Profiler, ARYS Executive Partners
Leadership Profiler
Dr. Rodica Zerguine
· For Organisations & Search Firms

I’m hiring or selecting a leader

Executive profiling that surfaces pressure fit, derailer risk, and onboarding conditions before they become costly surprises.

Explore Profiling → · For Senior Women Leaders

I’m navigating a career decision

Career diagnostics for promotion, scope change, re-entry, or high-stakes transitions — with visibility, influence, and sustainability in view.

Explore Career Strategy →
6 Lenses

Diagnostic framework applied to every engagement

1 Blueprint

Structured, defensible output — every time

3 Inputs

Assessment data, structured interviews, role context — triangulated

0 Guesswork

Assumptions are tested. Trade-offs are named. Recommendations are evidence-led.

The Method
One rigorous framework.
Two decision contexts.

Most hiring failures are not competence failures. Most career derailments are not performance failures. They are fit failures — when operating patterns collide with context, pressure rises, and assumptions go untested.

We apply the same diagnostic discipline whether the decision belongs to an organisation or an individual. The inputs, the synthesis, and the output format are consistent. What changes is the question we’re answering.

01
PXT Select® Behavioural Assessment
Validated data on cognitive ability, reasoning style, and work behaviour — used to evaluate alignment with a defined role profile and success criteria. One input among three; never the sole basis for a conclusion.
02
Structured Interviews
Operating history, pressure patterns, decision-making under constraint, stakeholder dynamics, and trade-offs. Where context becomes visible and assumptions get tested.
03
Role & Environment Analysis
Mandate clarity, decision rights, success criteria, and — when relevant — consent-based stakeholder perspectives. Because fit is always relative to context.
04
Leadership Operating Blueprint
The synthesised output: fit conditions, pressure risks, trade-offs, and a 90-Day Action Frame. Decision-grade, defensible, and yours to act on.
Six Diagnostic Lenses
What the Blueprint
makes visible

Every engagement is synthesised across all six lenses. No single lens determines the conclusion. Insight comes from the intersections.

I
Operating Mechanism
How the person actually gets things done — not on paper, but under real conditions
II
Pressure Pattern
What degrades first under strain — the source of most mis-hires and stalled careers
III
Decision Hygiene
Speed, reversibility, risk tolerance, and what shapes the quality of calls under pressure
IV
Influence & Imprint
Stakeholder dynamics, political navigation, and how authority is built — or lost
V
Energy Economics
Sustainability, depletion signals, and the conditions required to sustain performance
VI
Direction & Fit
Alignment between trajectory, mandate, and the environment — now and at the next level
Every engagement is synthesised across all six lenses. No single lens determines the conclusion. Insight comes from the intersections.
Two Pathways
Same diagnostic rigour.
Different decision.

Whether you’re placing a leader or becoming one, the quality of the decision depends on the same thing: structured, evidence-led clarity about fit, risk, and the conditions for success.

Executive Profiling & Selection
Reduce hiring risk.
Defend the decision.

For executive search firms, headhunters, and leadership teams making high-stakes selection or promotion decisions.

Career Strategy for Women Leaders
Navigate the decision
with full clarity.

For senior women at a career crossroads — when the decision is real and there is no neutral party to think it through with.

We diagnose:
  • Fit under real operating conditions — not just interview performance
  • Derailers and escalation risks that emerge under pressure
  • Onboarding conditions that prevent early breakdown
  • Progression capacity vs. immediate readiness
  • Conflict risk: incompatibilities, escalation triggers, stress behaviours
Explore Profiling Options →
We diagnose:
  • Fit, timing, and trade-offs in the move you’re considering
  • Visibility gaps and influence constraints holding progression back
  • Pressure patterns and sustainability risks you may not yet see
  • Stakeholder dynamics and how to shift them
  • What the next level actually requires — vs. what you’re optimising for
Explore Career Strategy →
Dr. Rodica Zerguine — ARYS Executive Partners
About the Founder
Dr. RodicaZerguine
Leadership Profiler & Career Strategist

Dr. Zerguine leads every ARYS engagement personally. Her work sits at the intersection of leadership diagnostics, behavioural assessment, and high-stakes career decision-making — built on global corporate experience in complex, high-pressure environments across multiple sectors.

Her background is unusual by design: a doctorate in dental surgery, an MBA, and a career as a senior leader in a Fortune 500 multinational across multiple geographies and functions. The diagnostic discipline that defines ARYS — structured inputs, evidence-led synthesis, no conclusions without data — traces directly to that formation.

She is a certified PXT Select® practitioner and executive coach. Her approach is practitioner-led, not templated: every Blueprint reflects the specific decision context, not a generic framework applied on autopilot.

She works with executive search firms, corporate leadership teams, and senior individual leaders — with the same diagnostic discipline regardless of who holds the decision.

PXT Select® Certified Executive Coach MBA Executive Profiling Career Diagnostics Fribourg · Switzerland
“

The Blueprint named things I had been circling for months but couldn’t quite articulate. It gave me the language — and the confidence — to make the decision I already knew I needed to make.

Manager, Human Resources · Career Strategy Engagement
“

I came in carrying conflict. I left with a framework for leading through structure and boundaries. The diagnostic named what was happening — and made the next move clear.

Senior Legal Advisor · Career Strategy Engagement
“

The profile didn’t just confirm fit — it named the stretch zones, flagged what the candidate needed to watch, and gave the hiring manager a complete picture of who they were bringing in. That’s what a hiring decision should look like.

Executive Recruiter · Leadership Profiling Engagement
Common Questions
What you need to know
before we speak
Executive profiling at ARYS is a structured diagnostic process that triangulates three inputs: validated behavioural assessment data (PXT Select®), structured interviews covering operating history and pressure patterns, and role and environment analysis. A psychometric test is one data point. The ARYS process produces a Leadership Operating Blueprint — a defensible, synthesised output that answers the actual hiring or placement question, not just a report of personality scores.
Executive profiling is designed for executive search firms, headhunters, and corporate leadership teams making high-stakes selection, promotion, or succession decisions. It is not a tool for mass recruitment or junior-level hiring. The process is appropriate when the cost of a wrong appointment — financial, reputational, or operational — justifies structured diagnostic rigour.
The Leadership Operating Blueprint is the synthesised output of every ARYS engagement. It documents fit conditions, pressure risks, derailer patterns, trade-offs, and a 90-Day Action Frame. It is structured to be defensible — meaning it can be used in hiring committee discussions, board presentations, or candidate debriefs — and it reflects the specific decision context, not a generic template.
PXT Select® is a validated behavioural and cognitive assessment tool used to evaluate alignment between a candidate’s work profile and a defined role’s success requirements. ARYS uses it as one of three inputs — not as the sole basis for any conclusion. It is never interpreted in isolation. Its value is in providing structured, comparable data that strengthens the overall diagnostic, not in replacing professional judgement.
Career strategy engagements at ARYS diagnose individual career decisions — promotion, role change, scope expansion, re-entry, negotiation, or exit — against the organisational reality in which they must be executed. Women leaders operate inside structures with defined power dynamics, informal influence networks, and political terrain that determines what is actually possible. The diagnostic names that context explicitly: where influence flows, where visibility is lost, what the organisation rewards or resists. Fit, timing, and trade-offs are assessed against that reality. The output is structured and actionable. It is not coaching, not mentoring, not motivational. It is a diagnostic — with the political landscape named, not avoided.
ARYS works as a specialist diagnostic partner to executive search firms and headhunters. The engagement is typically commissioned at shortlist stage, when two or three candidates require structured comparative profiling before a placement recommendation is made. ARYS delivers the diagnostic output; the search firm retains the client relationship and the placement decision. Confidentiality, turnaround expectations, and output format are agreed at engagement start.
ARYS Executive Partners is based in Fribourg, Switzerland. Engagements are conducted in English and French. The practice works with clients across Switzerland and Europe. Assessments and structured interviews are conducted remotely where required, without loss of diagnostic rigour.
Most engagements begin with a focused intake conversation to clarify the decision, the risk, and what must be diagnosed before acting. There is no long-term commitment required to start. Contact ARYS at decisions@arysleaders.com or through the contact page to request an initial conversation.
First Step
Start with a
structured conversation

Most engagements begin with a focused intake to clarify the decision, the risk, and what must be diagnosed before acting. No long-term commitment required to start.

Request a Profiling Engagement Discuss a Career Decision

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