profile and benchamark leaders
We believe in Data-Driven Executive Profiling
Precise benchmarking aligns top executive talent with your strategic goals.
Target Profiling
We recognize the critical importance of accurately defining the target candidate’s profile. By evaluating five key dimensions—domain expertise, leadership style, strategic ability, operational ability, and adaptability—we ensure alignment with your strategic goals, ultimately linking candidate profiles to your value creation journey.
Domain Expertise
Domain expertise remains a foundational requirement, ensuring the candidate possesses a deep understanding of the industry, market trends, and specific challenges relevant to the role.
Leadership Style
Leadership style dictates how the candidate motivates, inspires, and guides teams, influencing organisational culture and employee engagement. Examining past leadership approaches, communication styles, and decision-making processes provides crucial insights.
Strategic Ability
Strategic ability defines the required skills in articulating a compelling vision, anticipating future challenges, and formulating effective long-term plans to drive the business forward.
Operational Ability
Operational excellence measures the ability to translate that vision into tangible results through efficient resource allocation, process optimisation, and performance management.
Adaptability and Agility
Adaptability and agility outlines the requirements regarding the candidate’s willingness to embrace change, learn continuously, and quickly adjust strategies in response to unforeseen circumstances or shifting market dynamics.
Market Benchmarking
Benchmarking the target candidate’s profile against market realities is paramount. We assess the availability of matching profiles in the market, analyze where these candidates thrive, and evaluate their readiness for specific roles. Additionally, we ensure our compensation benchmarking makes your offers compelling to attract top talent.
Profile Match
Analysis of how closely the defined ideal candidate profile aligns with the actual pool of available talent in the relevant market(s). This assesses the feasibility of finding candidates who meet all criteria.
Talent Pool
Identification of the primary sources of talent, including geographic locations and target industries and company types (e.g., specific sectors, company size, stage of growth – startup, established, etc.).
Candidate Availability
Assessment of the likely availability of qualified candidates. This considers factors like current employment status, typical notice periods, and overall demand for similar profiles in the market.
Compensation Benchmark
Data on the typical total compensation packages (base salary, bonus, benefits, equity) for candidates matching the profile, based on industry, location, experience level, and company size.