The work behind a 96% retention rate.
Most executive hires fail because of behavior that never surfaced in the interview. Aperture 360 is designed to surface it first.
Aperture 360
Candidate job-fit benchmark
- Leadership under pressure
- 94
- Strategic judgment
- 88
- Team and culture fit
- 91
- Execution and delivery
- 86
Scored against the role profile your team defines, so candidates compare on one objective basis. Illustrative.
Four components, one view of each candidate.
Every candidate under serious consideration completes all four, and you receive the results before you meet anyone.
Background and interview
Credentials, career history and a structured consultant interview establish what a candidate has achieved and is capable of.
Behavioral profiling
A McQuaig behavioral assessment, a short online questionnaire the candidate completes, profiles how that person tends to make decisions, communicate, and work under pressure. We compare the result against the role profile your team defines, so we are measuring fit, not just personality.
Key competency questions
Before the first live interview, candidates answer role-specific competency questions in writing, and on video where it helps. You review the answers alongside the assessment, so you enter the first interview already familiar with the shortlist.
Candidate benchmark analysis
We merge your role profile with each candidate's assessment into a job-fit comparison. Candidates are scored on the same scale, so you can compare them side by side.
That is the share of the executives we place who are still with the company a year later. It is also why 85% of our business comes from referrals and repeat clients.
96%
Questions about Aperture 360.
See it applied to your search.
We will walk you through Aperture 360 using the role you are considering. The conversation is confidential.