How it works

The conventional route is a generic job advert answered by everyone, a CV scan, two conversations and gut feel dressed up as chemistry. There is no profile of the executive's own working style, the placement fee is collected on day one, and the risk sits entirely with the client.

Our route inverts it. The executive is profiled and prepared first. The advert itself is the first screening instrument. Cognitive and behavioural testing happens before any interview. Trait fit is scored against the seat, not a generic ideal. The candidate is trained before handover, not after. And we stay in the room after the hire.

Most of our clients have never been asked these questions by anyone they were paying.

1. Commit. Package chosen, contract signed, fee settled. The engagement does not begin on a call, it begins on a decision.
2. Book. A two-week window to schedule the specialist session. The deadline is deliberate: it is the first test of the client's own follow-through.
3. Session. Forty-five to sixty minutes. We map the role, the calendar, the inbox, the boundaries and the failure modes of the last three hires.
4. Profile. The Halloway Profile: the executive's own working style, combined with what the seat demands of whoever fills it, expressed as a scored range, the fit band.
5. Equip. Delegation training, video modules and a handover template covering exactly what must be transferred for the assistant to work unsupervised.

One assistant, out of everyone who applied. Most applicants are removed before a human reads a word they wrote.

1. The compliance advert. Instructions not followed exactly, and the application ends there.
2. NDA. Issued early; not returned means not considered.
3. Cognitive and behavioural testing. Below threshold, out.
4. The Kane Profile. The candidate's traits on the same five factors, scored against the fit band for this specific seat, not a generic ideal.
5. Live session and role training. A live video or in-person session confirms in person what the profiles predicted on paper, and the candidate is trained before handover.
6. Match and introduction. Operator and assistant meet already briefed; the handoff is a direct hire with the role and expectations documented.

Nobody strong is discarded. Candidates who clear the tests but miss on fit stay in the database for the next operator.

Our job advert is not an advert. It is a test with instructions buried inside it, and the majority of applicants fail it before a human reads a word they wrote.

• Exact subject line. Character for character, including case. Anything else is filtered before it is opened.
• A named recipient. Sent to the wrong address, or to a general inbox, and the application ends there.
• Formatting instructions. A specified colour per paragraph, in a specified order. It looks arbitrary. That is the point.
• No second chance. We do not chase, correct or clarify. Attention to detail cannot be coached in later.

An assistant who cannot follow a three-line instruction will not follow a thirty-step one.

We are not testing whether someone is capable. We are testing whether they are compatible. The Halloway Profile and the Kane Profile are built on the same instrument, so fit is a single score against the band the seat demands.

A mismatch is not a failure: it is information, delivered before anyone has signed an employment contract. Rejection is role specific, so the candidate stays in the database and is put forward for the next operator they suit. Chemistry is verified last, in a live session, once the evidence supports the pairing.

The engagement does not end at the introduction. The executive keeps 90 days of team access: three months to correct course while the working relationship is still forming, with escalation, coaching and re-scoping of the role if the delegation is not landing. The candidate keeps 30 days: the first month is where assistants either establish authority or quietly become a bottleneck, and we stay reachable while they set the standard.

Aftercare is where the model earns its reputation. A placement that survives the first quarter generates the referral that fills the next one.