Leaders who inspire. Talent that delivers. Teams that last.

BLIND REVIEW seals name, age markers, headshot and academic brand — the file reduces to pure performance metrics, verified competencies and culture-alignment scores. Structured bias-free presentation for ESG/DEI mandates. SYNTHETIC: candidates are illustrative composites; figures are modeling examples, not real track records.

METHODOLOGY. Y1 = base + target bonus + 25% LTI (straight-line 4-yr vest). Y3 = 3×(base+bonus) + 75% LTI. Y5 = 5×(base+bonus) + 100% LTI + carry × exit EV. Dilution = (LTI + carry×EV) as % of exit equity. Benchmarks are SYNTHETIC illustrative medians from Humanis compensation analysis — replace with mandate-specific survey data.

SYNTHETIC MODEL. Tokens are illustrative internal/external profiles. Clicking a quadrant isolates its depth; empty "Star" coverage beside a critical seat flags a single-point-of-failure — the exact conversation Humanis fractional and succession mandates begin with.

METHODOLOGY. Radar averages ratings (0–10) across the selected reference tier. Consensus = positive ÷ total references. Tags: High-Velocity Driver · Unflappable Under Pressure · Human-Centered Teams · Community Leadership · Aligns, Performs, Stays. SYNTHETIC: quotes and attributions are illustrative — real backchannels are conducted confidentially per mandate.

SLA DOCTRINE. Weeks 2–4 are where search anxiety lives — silent headhunting, no visible output. This tracker is the antidote: every milestone carries a deliverable vault, and the client sees exactly what "personalized, insight-driven" means in week-by-week evidence. Funnel targets (150+ identified · 40+ engaged · 4–6 finalists) are representative mandate modeling.

WHY IT SHIPS WITH EVERY PLACEMENT. Assign accountability per milestone — CHRO owns discovery, CEO owns strategy, the new leader owns execution, the board chair owns review. Value figures are representative modeling for a mid-market Canadian mandate; the 40% 18-month failure reference is a widely cited executive-search industry benchmark.

GOVERNANCE PAYOFF. Weighted rubric + live aggregation ends the chaotic post-interview debrief — decision cycles compress because disagreement becomes visible and quantified, not anecdotal. Bias watch flags voters whose spread across candidates exceeds 6 points while the committee converges elsewhere. SYNTHETIC: voters and scores are illustrative.

METHODOLOGY. Pool sizes, median TTC, restrictive-covenant friction and availability indices are SYNTHETIC planning estimates — they demonstrate how Humanis pressure-tests unrealistic specs at intake ("only N profiles in Canada match that combination") before a mandate is scoped. Penrhyn International extends reach beyond the six Canadian offices.

METHODOLOGY. Daily leak = 1.5% of annual revenue ÷ 250 working days (leadership-impact model). Retained fee modeled at one-third of first-year cash comp. Route durations: DIY 180 / generalist 90 / Humanis retained 45 days — representative planning assumptions, not guaranteed timelines. Reframes the retainer from expense to risk-mitigation: the fee is trivial beside the bleed it prevents.