The right manager for your company
Geopolitical tensions, demographic change and technological transformation pose existential challenges for your company. You are faced with a decision of far-reaching consequences and wish to ensure your recruitment decision is sound:
Which top executive is up to these challenges?
There are several excellent candidates for a management role – but who is really the best choice?
And does this person not only have excellent professional qualifications, but also fit in well with your corporate culture and strategy, as well as your management philosophy?
Can she use her leadership skills to ensure the long-term viability of your company?
This is exactly where we come in: We provide a well-founded, comparable basis for decision-making and guide you through the process until we arrive at a clear recommendation. The best choice, not a matter of chance – because these days, executives need to possess far more than just professional qualifications. They must be true experts in transformation.
Who would find this particularly useful?
- Organisations with critical key roles, succession needs or inconsistent leadership practices
- Companies with complex structures, experiencing growth, internationalisation or pressure to transform
- Senior management and HR teams seeking to effectively align leadership and achieve measurable improvements
our customers’ situation
You have 2–5 strong candidates, all with impressive CVs.
The interviews were „good“, but were conducted inconsistently – it is difficult to compare the assessments.
The team is divided: differing impressions, a lot of gut feeling, few objective criteria.
Time pressure: This role is critical; delays cost money and momentum.
Concerns about misalignment: risks relating to personality, adaptability, culture, leadership and team dynamics – with costly consequences.
In brief: You don’t need more profiles; you need greater certainty. A clear, objective recommendation that assesses personality, professional competence, potential and cultural fit in equal measure.
the situation
our customers
OUR SOLUTIONS
Profiling helps to find the „right person for the role“
We translate your target profile into strict criteria, evaluate candidates in a comparable manner and carry out a clear recommendation including Implementation guidelines for onboarding and development. In doing so, we combine Management Diagnostics, structured interviews and Experience in the filling of leadership roles.
Basic Profiling
Basic Profiling quickly provides companies with a well-founded picture of a candidate’s skills, potential and personality – without the need for their own matrix or guidelines, and with a concise candidate report for a clear assessment of the candidate’s current standing.
Advanced Profiling
In addition to the Basic service, Advanced Profiling offers thoroughly validated, objective comparability – with a role-specific assessment matrix, a bespoke interview guide, structured moderated interviews and a candidate comparison, including a risk assessment at a glance.
Premium Profiling
Premium Profiling delivers maximum certainty from the kick-off right through to the final decision – with a needs assessment workshop, a comprehensive management diagnostic (Basic + Advanced), interviews and support led by us, a review of the results with a recommendation (yes/no), and clear next steps.
Basic Profiling
Basic Profiling is primarily aimed at companies that need to gain a sound understanding of their candidates’ skills, potential and personality quickly, without having to draw up their own matrices or guidelines.
Objective: A comprehensive picture of skills, potential and personality – without the need to create a matrix or guide.
- Potential and Skills Profiling: Preliminary interview with each candidate, assessment, analysis of results
- Personality analysis: preliminary interview, test, assessment
- Outcome: A concise candidate report on strengths, areas for development, cultural fit and team fit
- Benefits: Quick assessment of each candidate’s current standing; clear indicators of potential
Basic Profiling
Advanced Profiling
Advanced Profiling is aimed at companies seeking in-depth validation and genuine comparability in addition to the Basic service – featuring a role-specific assessment matrix, a bespoke interview guide and a candidate comparison, including a risk assessment at a glance.
Objective: In-depth validation and true comparability – in addition to the Basic package.
- Assessment matrix: Defining your success criteria and their weighting, tailored to the role
- Interview guide: Tailored to your requirements and management culture
- Structured interviews: Facilitated by us to ensure consistent data points
- Result: Comparison per candidate at a glance, including risk assessment
- Benefits: An objective basis for decision-making – moving away from gut instinct and towards robust criteria
Premium Profiling
Premium Profiling is aimed primarily at companies seeking maximum certainty from start to finish – from the kick-off and requirements workshop right through to the results review, including a recommendation (yes/no) and specific next steps.
Objective: Maximum security from start to finish – every step of the way.
- Kick-off: Preliminary meeting with stakeholders
- Workshop: Needs Analysis (Target Role, Culture, Success Criteria, Context)
- Basic + Advanced: Comprehensive management assessment, including an evaluation matrix and interview guide
- Interviewer:
- by us with candidates
- as well as conducting interviews and providing support at your company’s premises
- Summary of results & discussion with you
- Our recommendations:
- Setting: yes/no
- Onboarding and training needs
- Ideas for organisational development
- Benefits: The most comprehensive, convenient and targeted solution – including specific next steps
Premium Profiling
We would be happy to advise you on which profiling service is the right solution for your specific situation.
Our most comprehensive product
Management Audit
Management Audit ensures that „the right leaders are in the right roles“ at all levels.
You want to ensure that the right managers are responsible for the right tasks in key positions within your organisation – today and tomorrow. You can feel Need for action Whether it’s down to structure, collaboration or performance, the causes are multifaceted: roles have evolved, responsibilities are unclear, processes are complex, and the culture is changing. This is precisely where Senator Partners’ Management Audit comes in: In-depth, practical and with a measurable impact on your key performance indicators – including a review after 3–6 months.
The Management Audit takes a holistic view of your existing management team: personalities, suitability, potential, structure, culture and impact – with recommendations for recruitment, development and organisation, plus a review.
You face the following challenges:
- Multiple levels of management, different management styles, unclear expectations – the organisation is „functioning“, but not optimally.
- Key positions have been filled by candidates of questionable suitability; there is no certainty as to whether their personality, mindset, competence, potential and cultural fit will prove sustainable in the medium and long term.
- There is a gulf between strategy and operational reality: changes are being implemented too slowly or unevenly.
- Lack of comparability: Assessments are based on impressions rather than standardised criteria.
- Performance pressure: EBIT, productivity, quality, staff turnover, time to decision – it all comes down to leadership.
In brief: You need an auditable, objective assessment of the management team and concrete measures that deliver results.
Our approach to the management audit
1) Situation analysis & definition of objectives
- Stakeholder interviews (Managing Director, HR, business owners) on the target architecture: strategy, KPIs, culture, pain points
- Organisational analysis: structure, responsibilities, interfaces, decision-making processes
- Audit design: scope (levels, functions, sites), timetable, confidentiality, communication plan
- Outcome: Clear hypotheses, measurable audit objectives and a robust project plan
2) Management diagnostics – well-founded and comparable
- Competency model: Role- and organisation-specific criteria (leadership, execution, strategy, adaptability, stakeholder management)
- Personality tests for behavioural observation
- Potential and Competency Profiling: Specifically designed for your leadership context – scalable, valid, with clear results
- Face-to-face interviews: in-depth interviews covering the defined areas of competence, situational and evidence-based
- Result: An objective profile of each manager’s competencies and potential – including strengths, risks and areas for development
3) Best-practice profile, status analysis & comparability
- Evaluation matrix with weightings based on your objectives (e.g. adaptability > depth of specialist knowledge)
- Role-specific target/actual comparisons: Who is fulfilling the role today? Who has potential for the future?
- Cultural and team fit: leadership style, values, communication style, decision-making behaviour
- Risk assessment: business-critical gaps, continuity of operations, „single points of failure“
- Result: A clear overview of suitability and potential – per person and aggregated across areas/levels
4) Planning measures – tailored to individual needs rather than a one-size-fits-all approach
- Development plans: on-the-job training, mentoring/coaching, training pathways, peer learning
- Structural and process initiatives: clarifying responsibilities, streamlining interfaces, speeding up decision-making processes
- Change communication: messages, sequence, responsible parties, success criteria
- Staffing decisions: confirmation, adjustment, replacement, interim appointment
- Result: A workable portfolio of measures – prioritised according to impact and feasibility
5) Review, fact-checking and validation of the measures after 3–6 months
- Review of measures: What works? What needs adjusting?
- Lessons Learned: Consolidating successful models, adjusting management and organisational approaches
- Result: Sustainability through genuine monitoring of effectiveness
In addition: Executive Coaching & Monitoring
- Anchoring: Alignment with senior management, HR and relevant stakeholders
- Implementation: Support during interviews, recruitment and the start of development
- Monitoring: Milestones and leading indicators (e.g. time to decision, staff engagement, quality metrics)
Transparent & decisive –
That's how it works
the process
Basic Profiling
+ Potential and Skills Profiling: Preliminary consultation, assessment and analysis of results
+ Personality test: preliminary interview, administration and analysis of results
Advanced Profiling
+ Potential and Skills Profiling: Preliminary consultation, assessment and analysis of results
+ Personality test: preliminary interview, administration and analysis of results
+ Evaluation Matrix: Definition & Weighting
+ Interview guide
Premium Profiling
+ Preliminary meeting / Kick-off
+ Needs Analysis Workshop
+ Potential and Skills Profiling: Preliminary consultation, assessment and analysis of results
+ Personality test: preliminary interview, administration and analysis of results
+ Evaluation Matrix: Definition & Weighting
+ Interview guide
+ Structured interviews with candidates conducted by Senator
+ Structured interviews with candidates at your company, conducted by Senator
+ Summary of results / Discussion
+ Comparison & Recommendation: Decision-making guide, plus onboarding plan and training requirements
NEXT STEPS
1. Brief initial consultation on objectives, scope and timeframe
2. A personalised quote tailored to your situation
3. Start of our collaboration (kick-off or profiling)
CUSTOMER TESTIMONIALS
Interested?
Send us your enquiry
FAQs
Here you will find the answers to the most frequently asked questions.
What is the difference between Basic, Advanced and Premium Profiling?
The Basic Profiling provides a thorough assessment of each candidate’s current situation – ideal for an initial evaluation. The Advanced Profiling supplements this with objective comparability through an evaluation matrix and structured interviews. The Premium Profiling covers the entire process – from defining objectives through to interviews and decision recommendations, including onboarding recommendations.
When is a management audit a better option than profiling?
Profiling helps to, the right person for a specific role to be found.
A management audit, on the other hand, shows that, whether the right managers are in the right roles span different levels and functions. It is particularly suitable for situations involving transformation, growth or succession planning.
How does the process work and how long does it take?
The duration varies depending on the scope and product level:
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Basic Profiling: approx. 1–2 weeks
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Advanced Profiling: approx. 2–3 weeks
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Premium Profiling: approx. 3–5 weeks
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Management Audit: Depending on the scope, 4–12 weeks, including analysis, interviews and a results workshop
What information do you need from us to start with?
We’ll start with a brief Briefing or kick-off, in which the intended role, context and expectations are clarified. For the management audit, the organisational structure, role profiles and, where applicable, strategic objectives are also required.
How is confidentiality ensured?
Confidentiality is a key aspect of our work. All data, interviews and findings are handled in accordance with the GDPR. Findings are shared exclusively with pre-defined contacts.
Just how objective are your analyses really?
We combine structured interviews, competency models and psychological management assessment With over 30 years’ experience in executive selection. The result is comparable, evidence-based assessments – moving away from gut instinct towards objective comparison.
How do managers respond to the interviews and analyses?
Very positive. Our discussions are conducted in a respectful and transparent manner, on an equal footing. Many managers see the process as a means of receiving personal feedback and learning.
