Hiring senior leaders shouldn’t require weeks of back-and-forth or endless debate among stakeholders. With Pinsight, talent acquisition leaders can move from assessment to confident, data-driven decision in a matter of hours.
Our Selection Report distills complex leadership data into a clear, three-step framework that aligns every decision with your organization’s strategy, culture, and leadership expectations. The report is not based on a test or a questionnaire—it’s based on a 3-hours-in-the-life simulation of a real executive role, powered by live human interaction and proprietary technology. Explore behind the scenes of Pinsight’s modern executive assessment.
Step 1: Understand the Big Picture – High-Level Fit
Start with the Executive Summary and Success Indicators. These sections provide an instant view of the candidate’s overall likelihood of success—both in the target role and within your organization. No lengthy interpretation required: you’ll see clear, evidence-based predictions that highlight the candidate’s overall likelihood to succeed in a Director or a VP-level role.
- Action for TA Leaders: Use this snapshot to align early with hiring managers on the level of talent needed—whether the role requires proven top-tier leadership or allows for developing mid-tier potential. Also clarify available development resources and the organization’s appetite for risk, especially in the context of current labor market conditions.
Step 2: Evaluate Readiness to Execute — Strategic Alignment
Next, review the Strategy-Specific Skills section. This translates behavioral data from realistic leadership simulations into actionable insight about skills and readiness to deliver on your organization’s top priorities—whether that’s driving transformation, building alignment, or executing growth strategies. You’ll immediately see which skills are strong and where development may be needed.
- Action for TA Leaders: Beyond making a yes/no decision, use these insights also to structure follow-up interviews. Pinsight automatically generates an Interview Guide tailored to each candidate’s results—helping your hiring team focus interviews on potential gaps or areas of concern highlighted by the assessment.
Step 3: Determine Culture Fit — Leadership Style in Context
The Work Style section reveals how each candidate naturally leads, collaborates, and responds to pressure—offering a preview of how they’ll fit within your team and culture.
By understanding their interpersonal approach and leadership style, you can anticipate how they’ll influence the broader organization and whether they complement existing leadership dynamics.
- Action for TA Leaders: Bring these insights into stakeholder discussions to move beyond “gut feel” and drive alignment on cultural and team fit.
Optional: Manager Brief — 30-Minute Consultant-Led Alignment Session
For critical roles, many enterprise clients opt for a Manager Brief—a short, consultant-led session that brings the hiring team together to interpret the data, discuss trade-offs, and align around the final decision. In just 30 minutes, the group leaves with a unified, evidence-based hiring recommendation and a clear development plan for onboarding success.
From Data to Decision—In Hours, Not Weeks
With Pinsight, executive hiring becomes straight forward, fast, and defensible. Each Pinsight assessment provides the behavioral evidence, interview guidance, and team alignment tools you need to make confident decisions—without the complexity or delay of traditional assessments.
The result: faster hires, stronger leaders, and a more trusted, data-driven selection process across your enterprise.
- Exploring assessment partners for Director and VP roles? See the five factors most enterprises prioritize.
