Candidates measured against the seat, not against each other.
Screening
For leaders deciding between candidates already at the table: everything in Training, together with compliance and assessment testing, Kane Profiles scored against the fit band, a live assessment and a ranked recommendation in writing.
Screening is for the leader who already has candidates at the table and wants the decision made on evidence rather than impression. The conventional answer is two conversations and instinct dressed up as chemistry. Ours is to profile the executive first, then take every candidate through the same gates our placed candidates face, and score each one against the seat rather than a generic ideal.
What the engagement contains
- Everything in Training. The executive profiling session and the Halloway Profile, because candidates cannot be scored against a seat that has never been defined.
- Compliance and assessment testing. Cognitive and behavioural testing happens before any interview; below threshold, out.
- Kane Profiles. Each candidate's traits on the same instrument as the executive, scored against the fit band for this specific seat.
- A live personality assessment. Chemistry is verified last, in a live session, once the evidence supports the pairing.
- A ranked recommendation in writing. Not a shortlist shuffle: a scored order with the reasoning shown.
What a mismatch means
We are not testing whether someone is capable. We are testing whether they are compatible. Because both profiles are built on the same instrument, 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. Where the honest answer is that none of the shortlist fits, we say so.
Commercial terms are agreed privately and are not published. Where the search itself is to be conducted for you, Consulting & placement carries the engagement end to end. The full method is set out on how it works.