Start with the decision in front of you
Hiring and recruitment
Will this candidate do well in this role?
JobFit™ shows how closely each candidate matches what the role demands, so you can see who to take forward, where the evidence raises questions and what to probe at interview, even across a large intake.
What you receive
A hiring manager's report for each candidate, with competency scores, a recommendation, interview questions and guidance for the first 30 days.
A senior appointment
Is this the right person for a role that carries real weight?
For a senior role, JobFit Plus™ brings further assessment to JobFit™, because a senior appointment turns on more than fit to the role, and it sets your shortlisted candidates side by side so the panel can see how they differ.
What you receive
A profile of each shortlisted candidate, a side-by-side comparison and questions for the appointment panel.
Hiring intelligence
Across everyone we assessed, who stands out, and why?
The hiring intelligence report compares every candidate in a hiring round with each other and with the role, so you can see the strongest candidates, how they differ and where the field as a whole is strong or thin.
What you receive
A comparison of all candidates by score, recommendation and competency, which you can sort and export.
Mid-year and year-end reviews
Does the evidence support the rating and the promotion case?
Impact 360™ gathers feedback from the people around a leader and sets it beside their own view, so a review rests on how the leader is actually experienced, and each round builds on the last.
What you receive
A 360-degree report across five leadership domains, showing where views agree and where they part, with a development plan.
Leaders stepping up
Is a newly promoted leader growing into the size of the job?
Leadership Mirror™ sets the leadership a person intends against the leadership the people around them experience, so you can see where a leader is growing into the role and where their impact differs from their intent.
What you receive
A written portrait of how the leader leads, the patterns that help and hinder them, and specific experiments to take into coaching.
A succession question
Who is ready to step up, and what would they need to get there?
Impact 360™ shows how each candidate is experienced across five leadership domains, and Leadership Mirror™ shows where their impact differs from their intent, so a succession discussion rests on evidence about each person and on what they would need to develop.
What you receive
A 360-degree report and a leadership portrait for each candidate, each with development priorities.
High potentials
Who should we invest in, and on what evidence?
PurposeMap™ shows what drives each person and where they want to go, and InsightEdge™ shows how they reason through complex problems, so investment in future leaders rests on motivation and thinking as well as current performance.
What you receive
A purpose and values report and a reasoning profile for each person.
Culture and strategy
Can the culture we have carry the strategy we have agreed?
CulturePulse™ sets the culture people experience against the culture they want, and its strategy lens shows whether the strategy has traction and where stated values and leadership decisions part ways.
What you receive
A culture profile, a strategy lens, results by level and area, and a 90-day action plan.
Team effectiveness
Why does this team achieve less than the people in it could?
TeamEdge™ measures how the team works together across six dimensions, and DISC Lens Teams™ shows how the members' styles combine, so you can see where the team delivers, where it stalls and what to work on first.
What you receive
A team effectiveness score with each dimension explained, a map of the team's styles and an action plan.
Strategy sessions
Is the top team aligned on what it has agreed to do?
TeamEdge™ shows how the top team works together, including how far it is committed to and aligned on the results it has agreed, and CulturePulse™ shows whether the organisation below it experiences the strategy in the same way, so a strategy session can start from where the gaps actually are.
What you receive
A team effectiveness report for the top team and a culture profile with the strategy lens for the organisation.
Trusted by leading banks, DFIs, and organisations across Africa and beyond.
Two reports, two different answers
360-degree feedback
Complete
Ready now
Psychometric assessment
Complete
Individual contributor
A Head of Operations is up for promotion. His 360 says he is ready now and his psychometric assessment says he is an individual contributor, so which one do you act on?
Most organisations hold the answer in separate reports from separate providers, read by people who never compare them, and the decision ends up resting on whoever argues hardest in the room.
Whichever door you come through, the work connects
A 360 this year, a leadership programme six months later and a succession review the year after would normally leave three separate records. On Impact AS Plus each builds on the last, at the level of the leader, the team and the organisation, so every new piece of work starts from what you already know.
- Assessment
- Development
- Coaching
- Re-measure
Each step adds to the same leader's record, which connects to team and organisation insight.
How this looks in practice, at a financial services firm
The top team was competing while the level below was surviving.
Nine months after they agreed what would change, the client reported that 85% of it was still being tracked and delivered on the platform.
The leadership team worked to understand what made the level below believe it was still in survival mode. They recognised the assumptions and the perception gaps behind that belief, and worked to realign the two levels around what they had agreed.
Between sessions, every leader has a companion
LINC™, the leadership intelligence companion, holds what each leader has learned and helps them apply it to the decisions in front of them every day, with nudges, coaching and a sparring partner for the hard calls. What they agree to work on is kept, so progress can be seen and measured.
How LINC works
Run in the room, online, or both
Participants take their assessments, receive their reports, work with their coach and are measured again on the platform, while HR and ExCo follow progress across the programme without seeing what was said in coaching.
The instruments behind the record
Each one answers a different question about a leader, a team or an organisation, and every report feeds the same record.
See the sample reports
Behaviour and emotion
How a leader works
Perception and impact
How others experience them
Selection and transition
Fit for a role
Purpose and motivation
What drives them
Teams and culture
How the team and organisation work
CulturePulse™ results for Demo Bank Plc, a fictional organisation used for samples.
Built and backed by RESILIGENT
RESILIGENT is a leadership intelligence firm working in Africa, the UK and the EU. Reports are read with your team by RESILIGENT practitioners, so the judgement on your leaders comes from outside your organisation.
Meet RESILIGENTYour data and confidentiality
Assessment data is handled under the Nigeria Data Protection Act 2023 and UK GDPR, coaching conversations stay between the coach and the leader, and HR sees programme progress without seeing what was said.
Read the privacy noticeStart with one decision
In 30 minutes we will show you how organisations approach the same decision, the reports that inform it, and a proposed first step.
Book a leadership briefing