Leadership Diagnostics · For Executive Search
You’ve built the reputation.
Protect it.
Every placement is a professional commitment. When it is questioned — by the client, by the board, by a guarantee clause — what protects you is not your judgment alone. It is what was documented before the decision was made. Structured diagnostics translate your read of a candidate into a written, evidence-led output that stands up when the placement is tested.
PXT Select® · Structured Diagnostic Interviews · Role & Context Analysis · Leadership Operating Blueprint
The industry data is not abstract. It describes mandates you are running right now.
Of executive searches fail to result in a successful long-term placement
Admit they have hired the wrong person for a position — with cost compounding at every level of seniority
Of hiring failures are driven by attitude and fit — not by technical competence or qualifications
Every engagement conducted personally by Dr. Zerguine — no junior analysts, no templated process
Sources: ESIX Executive Search Industry Survey · CareerBuilder Workforce Study · Leadership IQ, Hiring for Attitude (20,000 hires)
One rigorous framework.Three inputs. One Blueprint.
Most hiring failures are not competence failures. They are fit failures — when operating patterns collide with context, pressure rises, and assumptions go untested.
ARYS applies structured diagnostic discipline to every engagement. The inputs, the synthesis, and the output format are consistent. What changes is the mandate and the decision context.
Same diagnostic rigour.Scoped to your mandate.
Each engagement is a standalone entry point. Scope, session structure, and output are defined at intake. All three deliver a written Leadership Operating Blueprint.
For a well-scoped role with a shortlisted candidate or internal candidate under serious consideration.
For a mandate with unclear success criteria, multiple candidates, or a high-stakes promotion decision.
For C-suite or board-level appointments where the cost of error is organisational.
- Fit under the specific operating conditions of this role
- Derailer risks and pressure patterns to watch
- Onboarding conditions for a strong start
- Blueprint with Fit Conditions and 90-Day Action Frame — delivered in 5 working days
- Fit across multiple candidates against a defined role profile
- Relative Pressure Risks and escalation triggers
- Stakeholder compatibility and Named Trade-offs
- Comparative Blueprint with ranked fit conditions — 7–10 working days
- Strategic fit: mandate, board dynamics, operating environment
- Succession readiness and progression capacity
- Consent-based Influence & Visibility Map
- Full Blueprint with board-ready output — timeline confirmed at intake
What the Blueprint makes visible
Every engagement is synthesised across all six lenses. No single lens determines the conclusion. Insight comes from the intersections.
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.
What firms ask before they engage
Practical answers to the most common questions about how executive profiling engagements work in practice.
Every engagement is conducted personally by Dr. Rodica Zerguine. There are no junior analysts, no templated reports, and no outsourced components. The Leadership Operating Blueprint you receive reflects her synthesis — not a system output. This practitioner-led model is what distinguishes ARYS executive profiling in Switzerland and Western Europe.
Most assessment tools produce a report. ARYS produces a decision. The PXT Select® assessment is one input among three — triangulated with structured interviews and role context analysis to produce a Leadership Operating Blueprint, not a score. The Blueprint names Fit Conditions, Pressure Risks, Named Trade-offs, and a 90-Day Action Frame specific to this mandate. It is written to be used — not filed.
The optimal stage is final shortlist — typically two to three candidates. Earlier engagement is possible when role clarity is low or the mandate is complex. ARYS can also work with a single internal candidate under serious consideration for promotion. The Blueprint is delivered before your client meeting, not after it.
Candidate engagement is conducted with full transparency about the purpose of the assessment. Results are shared with the commissioning firm under agreed terms. ARYS does not retain, publish, or reference candidate data or engagement content in any form. Confidentiality is structural, not a policy statement.
The Confirmation Diagnostic is delivered in 5 working days from assessment completion. The Fit-in-Context Diagnostic takes 7–10 working days. The Strategic Appointment Diagnostic timeline is confirmed at intake based on mandate complexity. Expedited timelines can be discussed when search deadlines require it.
Start with a
structured conversation.
Most engagements begin with a focused 30-minute intake call to clarify the mandate, the risk level, and what must be diagnosed before the offer is made. No long-term commitment required to start.
No commitment required · English & French · Fully Confidential · Fribourg · Switzerland
