Situational Judgement Tests (SJTs) in Executive Hiring

At senior level, success depends on judgement — not just experience. We use role-specific Situational Judgement Tests (SJTs) as a core part of our psychometric assessment strategy — to reveal how executive candidates think, decide, and lead under real-world pressure. This isn’t admin. It’s applied behavioural science.

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What Are SJTs — And Why They Belong in Executive Search

A Psychometric Tool That Simulates Real Decisions

SJTs are structured psychometric assessments that test how a candidate responds to realistic, leadership-level scenarios.
They go beyond personality profiling to measure how someone navigates:
Risk and ambiguity
Strategic trade-offs
Cultural tension
Board-level conflict
Competing priorities

how we work

Why Some Situational Judgement Tests Fall Short

Built for Volume, Not Complexity

Most SJTs are designed for graduate or high-volume roles. They lack the nuance needed to assess executive-level thinking.

Interpreted by Scoring Engines, Not Experts

Off-the-shelf SJTs rely on automation, not context. In executive hiring, this isn’t just weak — it’s dangerous.

How We Design SJTs for Executive Roles

Grounded in Your Reality

Our SJTs are not generic. Each one is custom-built around the real decision environments of your role:

CEO-level ambiguity
Scale-up vs enterprise dynamics
Stakeholder alignment vs disruption
Long-term strategy vs short-term pressure
We design realistic scenarios, then analyse how candidates prioritise, judge and respond.

Interpreted by a Psychometrician — Not a Bot

Every SJT we deploy is scored, reviewed and interpreted by a qualified psychometrician — not software.
We align responses with:

Success profiles
Psychometric patterns
Strategic fit
Risk indicators