The Definition of Executive Assessment
Executive assessment is the structured process of evaluating a VP or C-suite candidate against the specific requirements of a role — beyond the information available in a CV or a standard interview. It typically includes competency-based evaluation, cultural and operating-style profiling, preliminary reference data, and a risk flag assessment that the client can use to make an informed selection decision.
Executive assessment is distinct from a job interview. An interview surfaces communication ability, confidence, and how a candidate presents themselves. Assessment surfaces whether they have done the specific work the role requires, how they operate under pressure, what their stakeholders say about them, and where the risks in the hire lie.
What Executive Assessment Covers
Competency evaluation
Structured questions and evidence requests mapped to the specific competencies the role requires: team building, commercial leadership, technical depth, cross-functional influence, strategic thinking. Competencies are assessed against the stage and context — not abstractly.
Stage and culture fit
A candidate who excelled at a Series D company may be wrong for a Series B that needs a builder, not a manager. Operating style, pace preference, ambiguity tolerance, and decision-making approach are all assessed against the specific company context.
Reference data
Preliminary reference conversations with 2–3 people who have worked closely with the candidate — peers, direct reports, or prior managers. Reference data surfaces patterns that do not emerge in interviews and validates or challenges the candidate's self-representation.
Risk flag identification
Every candidate has risk areas. A strong assessment surfaces them honestly: areas where the candidate has not operated at this level, relationships that ended badly, operating-style mismatches with the company's culture. Clients who receive honest risk flags make better decisions and have fewer placement failures.
"The 90%+ offer acceptance rate comes from assessment quality, not persuasion. Candidates who are accurately assessed against a role they are genuinely suited for accept offers. Candidates who are managed toward a role they are not suited for either decline or fail."
The Evidence Dossier
Majhi Group presents assessment findings in an evidence dossier — a structured document containing the candidate's relevant proof points, assessment observations, risk flags, reference data, and the firm's explicit recommendation. The dossier gives the client everything they need to interview with context and make a decision with confidence. It is not a formatted CV.