Objective candidate evaluation. You decide on the basis of data, not impressions.
The cost of a hiring mistake is estimated at 1.5 to 3 times the annual salary for the role — and that does not include lost time, energy and the impact on your team. An Assessment Centre significantly reduces these risks.
It is a set of standardised methods that evaluate candidates in situations close to real work. Instead of guessing how a candidate will behave, you see how they actually behave. Results are measurable, comparable and defensible.
We select methods based on the role and objective — we tailor each assessment, never use templates.
The candidate resolves a real workplace situation — a difficult client negotiation, crisis communication, a sales conversation. You see how the candidate actually responds under pressure.
The candidate receives emails, messages and tasks simulating a real workload. We assess prioritisation, decision-making and time management under time pressure.
We observe how the candidate functions in a team — whether they naturally lead, listen, advocate for arguments or concede. Ideal for roles requiring collaboration or leadership.
Based on a pre-defined competency framework, we ask candidates about specific situations from their experience. We evaluate actual behaviour, not intentions.
We use standardised tools to measure cognitive ability, personality profile and working style. Results are interpreted in the context of the role requirements.
For technical roles we prepare practical tests verifying real knowledge — programming, SQL queries, accounting exercises or language tests. You receive the full results.
A rating of every key competency on a scale with specific behavioural examples that support the rating. No generic phrases.
When evaluating multiple candidates, you receive a clear matrix enabling direct comparison across each competency.
A clear recommendation on whether to hire, along with identified development areas and potential risks for the role.
For the selected candidate we provide onboarding recommendations and guidance for the first months — what to focus on, what to develop, how to integrate them effectively.
Management and senior positions where the cost of a poor choice is highest and leadership style is critical.
Bulk hiring for similar roles — assessment enables fair, comparable evaluation of all candidates.
Identifying the development potential of existing employees — who is ready for promotion or a key project.
When changing company structure, we help objectively evaluate who belongs where and where individual strengths lie.