01
We verify the career path at C-level/Board: roles, scope of responsibility, organization size, transformation results.
Without this stage we do not move on — it is a formal threshold.
Methodology
How we select
Circle members
Every Circle member went through the same repeatable process. We describe it openly — because trust in the shortlist starts with an honest method, not promises.
- 01
Document screening
- 02
Behavioral event interview (BEI)
02A talk about behavioral events: concrete situations, decisions, actions and outcomes. We assess behavior in real mandates, not declarations.
A methodology recognized in executive selection research.
- 03
360° references
03We check full, non-selective references: clients and colleagues from previous mandates. We talk in every direction.
The context in which a reference was given matters as much as its content.
- 04
Fit analysis for transformation type
04We combine screening, BEI and reference results with the client's challenge type: turnaround, growth, succession, first 100 days, PE/VC.
A good interim is not 'the best on paper', but the best for this specific situation.
- 05
The Committee decides
05A collective, transparent decision by the circle of curators. Every nomination to the Circle and every shortlist recommendation passes through the Committee.
There are no 'automatic' members — only choices.
What we deliberately do not claim
We do not publish stage pass-through statistics ('what % pass the selection') — those would be numbers we could not honestly back. We talk about the process and criteria, not metrics we cannot support.
Want to see the process from inside?
Book a call with a curator — we will explain how selection works and what both sides can expect.