CANDIDATESASSESSMENT — EXECUTIVE SEARCH EVIDENCE PROTOCOL

Purpose
Use this worksheet to turn a senior-role mandate into comparable evidence,
focused interview verification, and a client-ready shortlist. Assessment
evidence supports human judgment; it does not make the appointment decision.

1. SEARCH MANDATE
Role:
Client:
Decision owner:
Search lead:

Business outcomes this leader must deliver:
-
-
-

Operating context that may affect success:
- Strategy or transformation:
- Team and stakeholder environment:
- Geographic or market complexity:
- Constraints, risks, or non-negotiables:

Evidence already available:
- Career evidence:
- References or work evidence:
- Structured interview evidence:

Important uncertainties still open:
-
-
-

2. FOCUSED ASSESSMENT PLAN
For each assessment, record the role-relevant question it helps answer.

Assessment / evidence source:
Role question:
Why this evidence is relevant:
What it cannot decide:
Expected candidate experience and support route:

Remove an assessment when its result would not change the shortlist,
interview plan, or evidence presented to the client.

3. SMALL-SLATE COMPARISON
Use the same headings for every finalist. Do not compress the slate into an
unexplained total score.

CANDIDATE A
Role-relevant evidence:
Distinctive strengths:
Trade-offs or mixed evidence:
Missing or context-sensitive evidence:
Interview question to verify:
Evidence a strong answer should contain:

CANDIDATE B
Role-relevant evidence:
Distinctive strengths:
Trade-offs or mixed evidence:
Missing or context-sensitive evidence:
Interview question to verify:
Evidence a strong answer should contain:

CANDIDATE C
Role-relevant evidence:
Distinctive strengths:
Trade-offs or mixed evidence:
Missing or context-sensitive evidence:
Interview question to verify:
Evidence a strong answer should contain:

4. CLIENT HANDOFF
Mandate summary included: [ ]
Assessment scope and limitations included: [ ]
Like-for-like candidate comparison included: [ ]
Uncertainty made visible: [ ]
Structured interview questions included: [ ]
Recommended next action explained: [ ]
Candidate support or interruption notes reviewed: [ ]

Client decision:
[ ] Interview
[ ] Hold
[ ] Decline

Decision rationale:
Decision owner:
Date:
Next action and owner:

5. HUMAN-REVIEW NOTE
CandidatesAssessment presents structured evidence for recruiter and client
review. Recruiters and clients remain responsible for interpretation,
verification, lawful use, accommodations, and the final hiring decision.

Product boundary at publication (26 August 2026)
Available: assessment assignment, candidate comparison, structured interview
questions, immutable PDF output, expiring/revocable client review links protected
by verified email plus one-time code, client comments and interview/hold/decline
decisions, and recruiter activity analytics.

Planned, not represented as live: persistent client accounts or portals,
per-client white-label branding, executive-specific norms, advanced team roles,
ATS/API/webhook integrations, per-link permission scoping, and a complete audit
event history.