For Enterprises
Protect Your Most Consequential Decisions
Map your leadership spine and execution risk before you promote, hire, or transform—using real-work signals instead of interviews and engagement scores.
How We're Different
Readiness Engine™ assesses what traditional tools miss—the capacity to lead under pressure, adapt to uncertainty, and execute when the plan changes.
Continuous (Not Point-in-Time)
Track leadership readiness over time as roles evolve and pressure increases—not just at hiring or annual review.
vs. Annual reviews and one-time hiring assessments
3rd Party (Not Self-Reported)
Independent evaluation of leadership capacity under pressure, not filtered through self-perception or survey responses.
vs. 360 surveys and personality inventories
Unstructured Data (Not Multiple Choice)
Analyze real work artifacts—meeting transcripts, presentations, 1:1s—not just forced-choice survey responses.
vs. Engagement surveys and multiple-choice assessments
Capacity (Not Personality)
Measure how someone leads under VUCA conditions (volatility, uncertainty, complexity, ambiguity), not personality traits.
vs. MBTI, Hogan, and other personality tests
What Operating Executives Get
Readiness Engine™ turns real-work signals into decision-ready views of your leadership spine—so you can see execution risk before titles change.
Execution Risk Heatmap
A grid of key leaders and critical roles highlighting where role transitions carry the highest execution risk— before you make the move.
What you can do with this:
- • Identify which planned promotions need coaching support first
- • Prioritize external hiring vs. internal capacity building
- • Create targeted succession plans for high-risk roles
Leadership Spine Map
A map of your leadership spine across functions and regions, color-coded by readiness for current and next-step roles.
What you can do with this:
- • Plan succession moves based on readiness, not tenure or politics
- • Identify which functions need external hiring vs. internal capacity building
- • Spot exceptional leaders who should be fast-tracked
Executive Readout (1-page)
A board- and EXCO-ready summary that surfaces top risks, ready-now leaders, and clear 90-day actions.
What you can do with this:
- • Present leadership risk and opportunity to the board with data
- • Create an actionable 90-day roadmap for leadership decisions
- • Align EXCO on promotion, hiring, and capacity building priorities
Example questions this helps you answer: Who is actually ready for VP? Where is execution strain highest? Which leaders need support before we promote them?
From Insight to Action: How Operating Executives Use These Reports
Here's how Operating Executives translate readiness scores into concrete leadership operations decisions.
Pre-Promotion Risk
IF YOU SEE THIS:
VP of Sales scores 3/6 on "Adaptive Capacity" and 2/6 on "Strategic Complexity" before planned promotion to SVP Revenue
IT MEANS:
They may struggle with the increased ambiguity and cross-functional complexity of the SVP role, particularly during market shifts or strategic pivots
YOU SHOULD:
- Delay promotion by 6 months
- Pair with executive coach focused on strategic thinking
- Create stretch assignment: lead cross-functional initiative
- Reassess readiness in Q3 with follow-up evaluation
Succession Gap Identified
IF YOU SEE THIS:
No leaders in Finance function score above 4/6, with CFO planning retirement in 12 months
IT MEANS:
Insufficient internal bench strength for CFO succession; promoting current VP of Finance would be high-risk given readiness gap
YOU SHOULD:
- Begin external CFO search immediately
- Accelerate development for VP of Finance as backup option
- Consider interim CFO if external search extends beyond CFO departure
- Document knowledge transfer plan before CFO exit
Hidden High Performer
IF YOU SEE THIS:
Director of Product Operations scores 6/6 on "Adaptive Capacity" and 5/6 on "Team Climate IQ" but hasn't been on promotion radar
IT MEANS:
Underutilized high-potential leader who could handle VP+ complexity; risk of losing them to competitor if not developed
YOU SHOULD:
- Fast-track to VP consideration with targeted development plan
- Assign executive sponsor/mentor for visibility
- Include in leadership offsites and strategic planning
- Discuss career trajectory in next 1:1 to prevent attrition
Where Readiness Engine™ Makes the Difference
Leadership Capacity Planning
You’ve committed $400K in comp, 6 months of onboarding, and your division’s credibility to this hire. Readiness Engine™ helps you protect that investment before you make it.
Leadership Continuity
Your leadership continuity pipeline shouldn’t favor the loudest voice in the room or the longest tenure on the org chart. Assess readiness, not proximity.
Transformation Leadership
Digital transformation, post-merger integration, market expansion — all VUCA environments that require leaders who can adapt under pressure. Are yours ready?
AI Transition Readiness
The leaders who will navigate AI adoption aren’t just technically fluent — they’re adaptive, resilient, and able to lead teams through fundamental change.
How It Works
From invitation to insight: a research-backed leadership assessment process
👤 Invite Client
Executive or leader receives invitation to participate in Readiness Engine™ assessment
📋 Data Privacy Agreement
Executive signs data privacy & confidentiality agreement
Choose Your Input Method ↓
📹 Submit Transcript Data
- •Video uploads
- •Transcript files
- •Recorded sessions
📝 Take Assessment
- •45-60 minutes
- •Scenario-based
- •Secure, private
🤖 Human & AI Scoring
AI processes data, human analysts validate findings
📊 Risk Readout & Report
Comprehensive assessment with actionable insights
💡 Optional: Coaching
OPTIONALTurn assessment insights into targeted growth with certified coaches
We coordinate directly with executives for assessments, or with your data holders (HR, legal, etc.) for transcript analysis — taking the logistics off your plate while ensuring complete data privacy and security. All data is handled in accordance with our Trust & Ethics framework.
The VP Who Wasn't Ready
Challenge
A PE-backed SaaS company ($50M ARR) was preparing to promote their VP of Product to Chief Product Officer. On paper, the candidate was perfect: 12 years at the company, beloved by the team, deep product knowledge. The board was ready to approve.
Assessment
The COO requested a Readiness Engine™ assessment before finalizing the promotion. The structured evaluation surfaced:
- • High scores on domain expertise and team relationships
- • Low scores on adaptive capacity and strategic ambiguity tolerance
- • Red flag: Difficulty articulating how they'd lead through uncertainty or pivot strategy when market conditions shifted
Outcome
Instead of immediate promotion, the company:
- Paired the VP with an executive coach focused on strategic leadership
- Created a 6-month development plan targeting adaptive capacity
- Had them shadow the CEO during board meetings and investor calls
18 months later, the VP successfully led the company through a major product pivot after a competitor launched. They earned the CPO role—and were ready for it.
Impact
- • Avoided a $500K+ mis-hire (severance, re-recruiting, team disruption)
- • Retained institutional knowledge and team morale
- • Developed a high-potential leader instead of losing them
The Executive Readiness Level™
Purpose-built for CEO/COO/Operating Executives evaluating executive capacity for high-stakes roles. Readiness Engine™ assesses the constructs that matter most for transformation leadership: strategic decision-making under pressure, adaptive capacity in VUCA environments, team leadership during organizational change, and the ability to execute when outcomes are uncertain.
Structured Assessment
Open-ended, scenario-based questions that can be administered as a standalone evaluation or integrated into your existing interview process. Designed to surface how a leader performs under pressure and navigates VUCA conditions — volatility, uncertainty, complexity, and ambiguity.
Leadership Signal Analysis
Already have internal presentations, town halls, conference talks, or leadership interviews? Readiness Engine™ can analyze existing artifacts to generate a readiness profile — reducing assessment fatigue while still delivering actionable insights.
We Don't Just Diagnose — We Develop
Every Readiness Engine™ profile can be paired with our certified coaching network. Our coaching partners translate assessment insights into targeted development plans — so the leaders you invest in become the leaders you need them to be.
Explore Our Coaching NetworkExecutive Hiring ROI Estimator
This tool provides an illustrative estimate based on industry research and your inputs. Assessment pricing varies by engagement scope and volume. Contact us for custom pricing. Not financial advice or a guarantee of performance.
Input Variables
1. Organization Context
2. Mis-Hire Risk
3. Readiness Engine™ Intervention
Impact Analysis
Cost per Mis-Hire
$270,000
Expected Annual Mis-Hires
2.0
Annual Mis-Hire Exposure
$540,000
Savings from Prevented Mis-Hires
$270,000
Total Annual Program Cost
$12,500
Net Annual Savings
$257,500
Mis-Hire Rate Improvement
20.0%
Ready to Protect Your Next Decision?
Talk to us about how Readiness Engine™ can strengthen your executive hiring, succession planning, and transformation leadership decisions.