Élan Hiring Dynamics
For the senior developer, specialist or other important hire whose contribution matters. Understand their personality, motivations and behavioural patterns—and how these may show up in the role, with their manager and across the team.
Your team assesses technical and hard skills. Élan assesses personality, behaviour and compatibility: how day-to-day work could feel with this manager, team and company, under pressure and over time.
€4,500
One candidate + manager + two assessed colleagues. Fees exclude VAT where applicable.
Who participates / what happens
Understand existing habits, pressures, responsibilities and expectations. The manager and two colleagues are assessed in their own right.
Explore personality, motivations, decision-making, pressure and collaboration, connecting assessment with work experiences.
Assess compatibility, likely friction and what needs to change. Productive differences can make the team better.
A clear brief, deep behavioural portrait and compatibility assessment and working agreements, followed by evidence-led discussion and first 90-day priorities.
An important individual contribution
A senior software engineer, principal designer or enterprise sales specialist can have meaningful consequences for delivery, customers and colleagues. These examples illustrate the scope; not every hire needs this service.
Deep assessment examines personality, motivations, decision-making, pressure and collaboration. Your relevant selection process continues to evaluate technical and functional competence.
The behavioural portrait explains strengths, likely friction and compatibility, with what to check next and practical working agreements for the first 90 days.
When leadership responsibility calls for executive depthAn important hire / Alex Moreno
Alex fits the role if Dana welcomes early warnings and stops taking over. See credit-sharing, pressure and the changes both need to make.
Read the reportFictional examples. People, organisations, quotations and evidence have been created to demonstrate the report format.
Senior software engineer · Hiring Dynamics
Explore all use casesTeam Chemistry
The manager and two colleagues are assessed in their own right. Context participants are not merely reference respondents: their patterns and interaction with the candidate help explain the existing team.
We begin the interviews with the manager to understand the role and working environment. The candidate's own personality and behavioural assessment remains the centre of the work.
The manager's preferences are not a standard the candidate must imitate. Productive differences and role requirements matter.
First interview: hiring manager
Who decides when priorities collide?
Assess an internal candidate against the demands of the next role. Understand what transfers, what needs to develop and what support the transition will require.
For Talent Management, HR and People leaders, the relevant assessment depth provides independent evidence capable of supporting or challenging an appointment, alongside practical development priorities.
Read the internal-successor reportDiscuss an internal appointmentOne deeply assessed candidate + their assessed manager/CEO/Chair, as applicable + two assessed colleagues.
€500 per additional context participant. Their own working patterns and interaction with the candidate are assessed.
€4,500
4 people included. Fees exclude VAT where applicable.
A second candidate, separately assessed senior leader, full standalone deep assessment or substantial additional workstream needs a separate scope. Scope and timing are agreed around your decision and participant availability.
Discuss the assessment scopeFor these services, you bring the candidate or finalists. Élan provides the deeper assessment that informs your decision.
No. The base engagement includes one deeply assessed candidate, the manager assessed in their own right and two assessed peers/direct reports. Four people.
One additional context participant, assessed for their own patterns and interaction with the candidate. It never purchases another candidate or a standalone deep assessment.
A deep behavioural portrait, compatibility assessment, strengths, likely friction, what to check next and practical working agreements, discussed with the decision maker.
Before the assessment begins, we explain what participation involves, who will receive the findings and how feedback is handled. Steps, required participation and timing are confirmed in the written scope.