Evaluation & Assessment: make decisions based on facts, not impressions.
Evaluation sessions, PAPI and DISC certified tests, tailor-made competency frameworks: over 20 years of experience to secure your decisions: recruitment, promotion, mobility, reorganisation.
Your heaviest decisions are often made using the least reliable tool: impressions
Recruiting, promoting, repositioning: these decisions involve careers, teams, and budgets. And yet, they all too often rely on a CV, which tells the past, and an interview, which favours comfortable candidates, not necessarily the right ones.
5%
turnover among candidates recruited through assessment
100+
evaluation sessions per year
3
candidates recruited per session on average
20 years
of experience in evaluation & skills management
4 decisions secured by evaluation
Three tools, one principle: to objectify.
Assessment sessions
Role-plays, structured interviews, exercises calibrated to the actual job: a session reveals what the candidate or employee can do, not just what they can say. Complete with a report to guide your decision.
Certified PAPI & DISC tests
Professional personality, core motivations, behavioural style: two recognized tests with scientifically validated methodologies to go beyond the CV and the interview. Always followed by a debrief, never a raw score delivered without explanation.
Tailor-made competency frameworks
The common framework for your professions: key skills, mastery levels, observable indicators. Co-designed with your teams and integrated into your tools, it becomes the foundation of your recruitment, mobility, training, and annual reviews.
Focus on
PAPI and DISC: two complementary insights, zero black box.
Together, they provide a complete 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 recruitment process, starting right from the shortlist.
Focus on
The competency framework: the common grid that aligns everyone
A job description describes tasks. A competency framework describes what needs to be done and at what level. For each role: key competencies, mastery levels, observable indicators. Recruiters, managers, and employees finally read from the same page.
Field interviews
We start with the people who do the jobs: in-depth interviews to identify the real skills and behaviours that drive performance.
Co-design workshops
Management, HR, and managers build the framework together, taking ownership of it as they build it. An imposed framework is an ignored framework.
Implementation
Integration into your HR practices: recruitment, mobility, training, interviews, and your existing tools (HRIS, ATS, LMS). Then, adjustments over time to keep it alive.
Scepticism is healthy. The market is full of gimmicky tests. Ours are certified, scientifically validated, and regularly updated. And 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, not less: clear instructions, a transparent framework, strict GDPR compliance, and structured feedback on their strengths and areas for development. Even if they aren't selected, they leave with something. Your employer brand is at stake here, too.
No: it is integrated into the process at the shortlist stage, with results delivered within 72 hours. What it adds in three days, it wins back in years. The years of a hire that lasts.
Fewer mistakes. More fairness. A common language.
You make far fewer mistakes
5% turnover among candidates recruited through assessment: the figure says it all. Objective assessment reduces risk where it costs the most.
Your decisions become fair and defensible
The same criteria for everyone: recruitment, promotions, and salaries are based on an objective and transparent foundation. Trust follows.
The entire 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 for manager recruitment: that is executive recruitment. Frameworks for forward-looking skills management: that is HR strategy & transformation.
Intuition is a quality, not a method
When making career decisions, 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 is a matter of justice. Assessing based on facts means protecting people from biases and impressions just as much as protecting the company from mistakes. We care about both.
Let's talk about your needs
