Role Fit Triage

Does this role match your capability: or does your candidate match this role?

A structured diagnostic that compares an individual's demonstrated capabilities against a specific role's demands across five dimensions. Two modes: self-assessment for executives, candidate triage for HR professionals.

20 behavioral items · 5 role demand questions · Instant profile with gap map · $67 CAD

How are you using this assessment?

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Executive Self-Triage

I am assessing my own fit for a role

You are evaluating a role you are considering, currently in, or about to be offered. You will define the role and complete the behavioral assessment yourself.

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HR Candidate Triage

I am evaluating a candidate for a role

You are an HR professional or hiring manager. You will define the role's demands and complete the behavioral assessment based on your direct observations of the candidate.

This triage generates a Role Fit Index across five dimensions: Judgment Operating Level, Problem Altitude, Cognitive Mode, Stakes Calibration, and Stakeholder Navigation. It is designed as a decision-support instrument: directional, not definitive.

Step 1 of 3: Role Definition

Define the role

Answer five questions about the role's demands. This creates the baseline that your capability profile will be compared against.

Q1 of 5: Judgment Complexity

What level of judgment complexity does this role primarily demand?

Executing defined responsibilities with precision and reliability: quality of work and delivery is the core measure Managing operational scope and team performance: the role owns processes and results within a given mandate Solving complex problems and making consequential trade-offs: the role drives functional-level outcomes with meaningful stakes Setting direction and advising senior decision-makers: the role shapes strategy and navigates multi-stakeholder complexity Shaping institutional priorities and operating at the frontier of organizational complexity: the role has systemic or field-level consequence

Q2 of 5: Problem Altitude

At what altitude are the problems this role is primarily asked to solve?

Execution and tactical: How do we do this correctly and efficiently? (well-defined problems with known solution paths) Strategic: What should we prioritize and why? (direction-setting with competing constraints) Structural and governance: How should this be organized or governed? (design-level thinking with institutional consequences) Systemic: Why does this pattern keep recurring? (root-cause thinking across complex adaptive systems)

Q3 of 5: Cognitive Demands (select exactly 2)

What are the two most important cognitive capabilities this role demands?

0 of 2 selected

Pattern recognition: making sense of ambiguous signals and early indicators Analytical precision: deep technical problem-solving with rigorous methods Strategic synthesis: connecting ideas across domains and time horizons Political intelligence: reading authority dynamics and navigating influence Systems thinking: first-principles reasoning and structural analysis Generative ideation: creative problem-framing and option generation Execution drive: translating direction into reliable delivery at pace Relational depth: trust-building and coalition management over time

Strategic engines (1, 3, 5, 6) require higher abstract synthesis. Analytical / relational engines (2, 4, 7, 8) weight different capabilities.

Q4 of 5: Stakes Environment

How would you characterize the consequences of poor judgment in this role?

Operational: errors have manageable, correctable consequences within the team or project Professional: errors have meaningful reputational or career consequences for the role-holder Institutional: errors have legal, financial, or public-facing consequences for the organization Systemic: errors cascade beyond the organization and may be difficult or impossible to reverse

Q5 of 5: Stakeholder Complexity

What is the stakeholder navigation complexity of this role?

Internal team or functional scope: limited stakeholder map with aligned priorities Cross-functional or multi-department: requires navigating conflicting organizational priorities Board, C-suite, or major external clients: high-visibility accountability with senior authority figures Regulatory, governmental, or multi-stakeholder governance: political complexity with distributed authority

Step 3 of 3: Your Details

Before we generate your report

Your report will be personalized. These details are only used to generate your profile: they are never shared.

Your name

Your title or role

This helps personalize the interpretation of your results.

Email address

Your report link will be emailed here after payment. Save this email: your report is permanent.

Candidate name (optional)

Used to personalize the report header for your hiring records.

Your Report Is Ready

Unlock your Role Fit Profile

Role Fit Profile Development Bet

Judgment

8 / 10 req

Altitude

6 / 9 req

Cognition

9 / 8 req

Role Fit Index across 5 dimensions with required vs. actual scores
Overall verdict: Ready / Development Bet / Stretch Assignment / Misalignment
Gap analysis with dimension-by-dimension narrative interpretation
Development priority: the highest-leverage move to close the most critical gap
Hiring recommendation framed for HR and hiring managers
Cross-sell recommendations matched to your specific gap profile
Session starter: prepared framing for a Results Debrief with Pablo
Permanent report link emailed to you

$67 CAD

One-time payment · Instant access · Permanent report link

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