Executive Search with Psychological Insight |
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Great leadership decisions are rarely made on instinct alone. They come from clarity. Context. And the confidence that you're hiring the right person — not just the most impressive CV. That’s where we start. At The Talent Navigator, we combine retained executive search with behavioural science, psychometric profiling and custom-built SJTs. This isn’t guesswork. It’s leadership selection, refined.
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When the Role Matters More Than the RésuméMost failed executive hires don’t happen because the talent was weak. They happen because the business wasn’t clear on what “success” looked like — or because the decision was made on gut feel, not structured evidence. That’s why our process begins here:
Success Profiling – Clarity Before CandidatesWe build a role-specific profile rooted in your strategic goals, cultural dynamics, and decision-making landscape. It becomes the benchmark for every candidate conversation — long before a CV is ever reviewed.
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From Chemistry to Capability — How We Assess FitLeadership HiringWe don’t just look for leaders who say the right things in interviews. We use psychometric tools to understand how they think — and how they’ll lead under real pressure.
Psychometric Profiling – Beyond Personality TestsWe use Saville assessments and behaviour-based profiling to map leadership traits that actually drive performance. Decisiveness. Cognitive agility. Emotional intelligence. Strategic resilience. Measured, benchmarked, and contextualised — not labelled.
Custom SJTs – Simulating Real-World Leadership DecisionsWe design Situational Judgement Tests that reflect the actual challenges your executive will face. Not hypothetical. Not generic. Real scenarios, interpreted by a qualified psychometrician — not automation.
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Why Senior Hiring Fails — And How We De-Risk ItOver 40% of executive hires fail within 18 months. And it’s not because of bad people — it’s bad process.
Common Mistake 1 – Hiring on ChemistryWhen a decision is based on rapport, you risk hiring someone who fits the room — not the role. We structure interviews to cut through performance and surface behavioural truth.
Common Mistake 2 – Vague Briefs, Weak BenchmarksSpeed often replaces clarity. But if the business can’t define what “great” looks like, the search will default to brand names and empty credentials.
Common Mistake 3 – Misreading Contextual FitA successful enterprise COO might flounder in a mid-cap scale-up. We measure for adaptability, decision-making under ambiguity, and leadership within your unique ecosystem.
See the five most common mistakes in senior hiring — and how to avoid them. |
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Book a Call — And Let’s Talk About Fit |
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We work on a limited number of retained assignments each quarter. If you're hiring into a critical leadership role, and want that decision grounded in structure — not instinct — let's have a conversation.This isn’t guesswork. It’s leadership selection, refined.
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