Evaluation & Assessment: decide based on facts, not impressions.
Assessment sessions, certified PAPI and DISC tests, tailor-made competency frameworks: over 20 years of experience to secure your decisions: recruitment, promotion, mobility, reorganization.
Your most critical decisions are often made using the least reliable tool: impressions
Recruiting, promoting, repositioning: these decisions involve careers, teams, and budgets. Yet, all too often, they rely on a CV—which tells the past—and an interview—which favors articulate candidates, not necessarily the right ones.
5%
turnover among candidates recruited through assessment
100+
assessment sessions per year
3
candidates recruited per session on average
20 years
of experience in assessment & skills management
4 decisions secured by evaluation
Three tools, one single principle: objectify.
Assessment sessions
Role plays, structured interviews, exercises calibrated to the actual role: a session reveals what the candidate or employee can actually do, not just what they say. The result is a clear report that guides your decision.
Certified PAPI & DISC tests
Professional personality, core motivations, behavioral style: two recognized tests with scientifically validated methodologies to go beyond the CV and interview. Always followed by a debrief, never just a raw score dropped without explanation.
Tailor-made competency frameworks
The shared reference grid for your job roles: key competencies, proficiency levels, observable indicators. Co-designed with your teams and integrated into your tools, it becomes the cornerstone of your recruitments, mobility, training, and annual reviews.
A closer look at
PAPI and DISC: two complementary insights, zero black box.
Together, they provide the full picture: PAPI sheds light on why and how the person works, while DISC reveals what others will see in them. And both integrate directly into our hiring process, right from the shortlist.
A closer look at
The competency framework: the shared grid that aligns everyone
A job description outlines duties. A competency framework details what needs to be done and at what level. For each role: key competencies, proficiency levels, observable indicators. Recruiters, managers, and employees finally read from the same page.
Field interviews
We start with the people doing the job: in-depth interviews to identify real skills and performance-driving behaviors.
Co-construction workshops
Leadership, HR, and managers build the framework together, gaining ownership through creation. An imposed framework is an ignored framework.
Roll-out & adoption
Integration into your HR practices: recruitment, mobility, training, interviews, and into your existing tools (HRIS, ATS, LMS). Followed by ongoing adjustments over time to keep it dynamic.
Skepticism is healthy. The market is full of gimmicky tests. Ours are certified, scientifically validated, and regularly updated. Above all: never a raw score without a debrief. A systematic one-hour discussion compares the results with the reality of the job. The tool sheds light, the human interprets, you decide.
An experience that is more respectful than a traditional interview, nothing less: clear instructions, a transparent framework, strict GDPR compliance, and structured feedback on their strengths and areas for growth. Even if not selected, they leave with something valuable. Your employer brand is at stake here too.
No: it integrates into the process at the shortlist stage, with results delivered within 72 hours. What it adds in three days, it saves in years — those of a lasting, successful hire.
Fewer mistakes. More fairness. A common language.
You make far fewer mistakes
A 5% turnover rate among candidates hired through assessments: the number says it all. Objective evaluation reduces risk right where it costs the most.
Your decisions become fair and defensible
The same criteria for everyone: hiring, promotions, and compensation are based on an objective and transparent foundation. Trust follows.
The whole company speaks the same language.
The framework aligns HR, managers, and employees on what matters: everyone knows what is expected and how to progress.
Does your challenge go beyond assessment?
Assessment serving managerial recruitment: that's executive recruitment. Frameworks serving strategic workforce management: that's HR strategy & transformation.
Intuition is a quality, not a method
When deciding on careers, we prefer proof
Behind every assessment, there is a person whose trajectory is going to change: a candidate, an employee, a future manager. Objectivity is not just about performance: it's a matter of fairness. Assessing based on facts means protecting people from bias and impressions as much as protecting the company from mistakes. We care deeply about both.
Let's talk about your needs
