Structured, auditable executive due diligence.
One question, answered with evidence: has this person demonstrated the judgment, leadership and operating scale this role requires — not did they interview well.
Each step requires human approval of the last
These are not interface conventions. Every gate is a database constraint, and every approval is irreversible in place.
Executive search
Twenty-two intake fields across company, role and mandate, plus a web-grounded company picture. Nothing downstream can start until this is in place.
Success profile
Mission, outcomes, capabilities, operating scale, derailers, non-negotiable gaps and weighted competencies. Generation changes nothing — the weights become operational only when a human approves them.
Interview plan
Stages with objectives, interviewer roles, assigned competencies, questions, evidence to listen for and weak-answer indicators. Competency coverage is computed by the application, not claimed by the model.
Assessment
The interviewer records the evidence themselves — free text per competency and one of four levels: strong, moderate, limited, or no evidence observed. Nothing is drafted for them.
Report
One document, assembled only from artifacts that were approved — with a section dedicated to where the evidence is thin.
Why it holds up under scrutiny
Approved records are immutable
A database trigger rejects any edit to an approved record — for every role, including the service account. Corrections create a new version and archive the old one.
Approval identity cannot be forged
The approving user is derived from the session inside a database function. The client never supplies it.
The audit trail is append-only
Twenty-three defined event types. No update, no delete. What happened stays on the record.
The application computes the facts
Competency coverage and evidence strength are calculated server-side from approved data on every save. The agent proposes wording; it cannot influence the numbers.
Evidence strength is not a score of the candidate.
It measures how much of the role's weighted competency set has supporting evidence recorded. A high figure means the interviews covered the ground. It is not a grade, not a percentile, and not a recommendation — and the interface is built so it can never be read as one.
Executive Intelligence is contact sales — an add-on to any plan, scoped to how your firm runs diligence.
- Scaling operationsStrong
- Partner influenceModerate
- Technology judgmentNone yet
Four levels, stated in words. No letter grades, no red-to-green ramp, no pass mark.
Illustrative example — not live data
Priced by engagement, not by seat.
Executive Intelligence is an enterprise add-on to any plan. Tell us how your firm runs diligence and we will scope it with you.
Contact sales