Author: Jonathan W. Pritchard

A search-partner review centered on how the firm defines the role and supports a defensible candidate decision.

Trace a candidate strategy through its operating consequences to distinguish presentation from verified responsibility.

An executive hiring process that begins with the work and keeps evidence gaps visible before an offer.

When one interviewer opposes an executive hire, hear the objection against the role requirements and its supporting evidence.

An executive hiring red flag deserves attention when it is supported by credible evidence and matters to the role.

Build an executive scorecard from the outcomes and decisions the next business phase requires.

Spot similarity bias by asking which favorable impressions come from shared background and which come from evidence of the job.

A hiring evidence triage method that distinguishes work you can accelerate from gaps that should delay an offer.

Compare an internal promotion and an external executive against the same next-phase requirements.

A panel calibration process that separates observations, interpretations, and missing evidence before group discussion.