Leadership Diagnostics · For Search Firms & Leadership Teams
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® · Pre-Session Situation Brief · Structured Diagnostic Interview · Leadership Operating Blueprint
The industry data is not abstract. It describes mandates you are running right now.
Of retained executive searches close without a hire being made
Of employers report having hired the wrong person for a position, across all levels of seniority
Of hiring failures are driven by attitude — not by a deficit in technical competence
References: ESIX, Executive Search Information Exchange · CareerBuilder / Harris Poll, December 2017 (2,257 hiring managers, US private sector) · Leadership IQ, Hiring for Attitude, Mark Murphy (20,000 hires tracked over three years)
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 the same diagnostic discipline to every engagement. The inputs, the synthesis, and the output format are consistent. What changes is the mandate and the decision context.
The three inputs are synthesised into a Leadership Operating Blueprint: fit conditions, pressure risks, named trade-offs, an influence and visibility map, and a 90-Day Action Frame.
A written document, decision-grade, defensible — and yours to act on.
Same diagnostic rigour. Scoped to your mandate.
Each engagement is a standalone entry point. Scope, session structure, and output are defined in the first conversation. 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 a 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 stakeholder mapping
- Full Blueprint with board-ready output — timeline confirmed in the first conversation
What the Blueprint makes visible
Every engagement is examined across all six lenses. No single lens determines the conclusion. The reading 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.
Who conducts the engagement?+
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.
How does ARYS profiling differ from standard assessment tools?+
Most assessment tools produce a report. ARYS produces a document a decision can rest on. PXT Select® is one input among three — combined with the Pre-Session Situation Brief and the Structured Diagnostic Interview 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.
At what stage of the search should we engage ARYS?+
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.
How is candidate confidentiality handled?+
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 publish or reference candidate data or engagement content. Data is retained under agreed terms and never reused for any other purpose.
What is the typical turnaround time?+
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 in the first conversation, based on mandate complexity.
Expedited timelines can be discussed when search deadlines require it.
Start with astructured conversation.
Most engagements begin with a first conversation of 30 minutes, to clarify the mandate, the risk level, and what must be examined before the offer is made. No commitment required to start.
No commitment required · English and French · Confidential handling · Fribourg · Switzerland
