the real risk
When hiring decisions carry asymmetric risk
Senior hiring decisions fail less because if missing data – and more because of judgement is forced under incomplete visibility.
At senior leadership and executive level:
- past performance no longer predicts operating behavior,
- interviews reward confidence over reliability
- and pressure distorts both candidate presentation and evaluator judgement.
ARYS supports recruiters, boards, and hiring leaders through a structured diagnostic approach that makes leadership operating reality visible before commitment.
This work translates fit questions, risk signals, and mandate constraints into a Leadership Operating Blueprint – so hiring decisions are:
- explicit about trade-offs,
- grounded in operating evidence (not impressions),
- and defensible under scrutiny.
The objective is not to “add another assessment”. The objective is to reduce people risk where the cost of error is highest.
When to select this offer
- Do I need to defend a final hiring or promotion recommendation?
- Are interview signals no longer clearly differentiating candidates?
- Is my credibility exposed if this decision turns out wrong?
Number of sessions
3 sessions
Includes a strategic follow-up session that can be used within 12 months after the engagement: post-hire validation, scope change, or integration check).
What this is
A focused, decision-grade leadership diagnostic used at the end of a hiring or promotion process to reduce selection risk.
This diagnostic integrates seamlessly into final-stage selection and supports the recruiter’s recommendation rather than replacing it.
What it includes
- ProfileXT Select® behavioural assessment (validated, role-relevant)
- Structured leadership interview focused on:
- decision authority
- role exposure
- influence and credibility load
- Diagnostic synthesis against the actual role mandate (not generic leadership traits)
What you receive
- Leadership Operating Blueprint – Executive Summary (Fit & Risk)
- Clear hire / no-hire / conditional hire framing
- Explicit articulation of:
- role-relevant strengths
- primary derailment risks
- non-negotiable conditions for success
Typical use cases
- Final-stage executive or senior management selection
- Shortlist differentiation when candidates appear equally strong
- Internal promotion with political or reputational exposure
What changes
From “this candidate feels right” → “this recommendation is defensible, explicit, and role-anchored.”
What this offer is not
- Not a full leadership evaluation
- Not development or coaching
- Not intrusive to your process
When to select this offer
- Is this role complex, politically exposed, or historically fragile?
- Am I worried about execution after hire, not just selection?
- Is this role high-risk even for proven leaders?
Number of sessions
6-7 sessions
Includes 1 follow-up session within 12 months (post-hire validation, onboarding calibration, or mandate shift)
What this is
A comprehensive leadership diagnostic used when the primary risk is execution, not selection.
This engagement assesses whether a candidate can perform, influence, and sustain performance in this specific context—beyond interview success.
What it includes
- ProfileXT Select® behavioural assessment
- Multiple structured leadership interviews
- Role mandate and stakeholder complexity mapping
- Sustainability and failure-mode analysis
- Optional stakeholder or client input (when relevant)
What you receive
- Full Leadership Operating Blueprint – Fit, Risk & Execution
- Clear articulation of:
- where execution will flow
- where friction or breakdown is likely
- how misalignment would surface over time
- Explicit conditions required for sustained success
Typical use cases
- Executive search assignments
- High-impact leadership replacements
- Roles with unclear mandate or inherited complexity
What changes
From profile matching → contextual leadership judgment grounded in execution reality.
What this offer is not
- Personality profiling
- Culture-fit guessing
- Coaching in disguise
When to select this offer
- Would failure in this role have board-level or market consequences?
- Is this appointment tied to transformation, succession, or investor confidence?
- Do governance bodies require explicit trade-offs and risk transparency?
Number of sessions
9–10 structured sessions
Includes 1 follow-up session within 12 months.
What this is
A high-resolution leadership diagnostic used for appointments where leadership error creates systemic organizational risk.
This work supports governance-level decision-making—not outsourcing responsibility, but strengthening it.
What it includes
- Full leadership diagnostic across operating dimensions
- Scenario stress-testing against future business and organizational demands
- Comparative profiling (when multiple candidates are assessed)
- Explicit articulation of decision rights, governance needs, and risk containment
What you receive
- Comprehensive Leadership Operating Blueprint
- Board- or executive-committee-ready decision brief
- Clear framing of:
- acceptable vs unacceptable risks
- leadership trade-offs
- onboarding and governance conditionsf outlining:
Typical use cases
- C-suite or country leadership appointments
- Succession planning
- Transformation, turnaround, or investor-sensitive roles
What changes
From “best leader available” → “right leadership bet for this system, at this moment.”
What this offer is not
- C-suite or country leadership appointments
- Succession planning
- Transformation, turnaround, or investor-sensitive roles
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Frequently Asked Questions
FIRST STEP
