“No One Gathers Talent Information Like Psynet Group”

Founding Partner, Multi-Strategy Fund

Our Next Generation Psychometric and Executive Protocol enables us to provide talent data for every level of the organization and inform hiring, succession planning, development, and team building. 

Approximately 80% of profitable organizations use assessments to inform their talent decisions, assessments that were developed in the 90s or earlier and on platforms created in the early 2000s. We gathered our first hour of data in 2006 and our 14,000th in 2023. We get better every year.

When assessing portfolio managers, managing directors, or C-Level executives, others use external assessors who ask misguided questions that often fail to predict job performance or culture fit. Our assessors know that candidates judge an opportunity by the interview experience. 

We are Different

Other firms focus on strengths and see weaknesses as strengths overused

We know the difference between a bully and someone who is overly assertive, between narcissism and overconfidence, or between a highly detailed person and one who manages anxiety through perfectionism.

Other executive assessors ask inappropriate interview questions on topics ranging from bedwetting to eating habits.

We apply psychology to develop a deep understanding of a person without interrogating or embarrassing them.

Other psychometrics rarely consider the candidate or user experience when taking the assessment.

We built an engaging yet simple interface that gathers the same amount of data in 40% less time. Click here to take it for a test drive and learn a little about your leadership style. 

We have opinions, opinions informed by data and experience. Check out our blog page to learn more. 

Still curious?

The rest of this page introduces Psybil^®, the next generation of psychometrics. Click on the list below or scroll down. 

• What does Psybil^® measure and predict?
• How is the data presented?
• What differentiates Psybil^® from other tools?
• Who else is using the assessment?
• Top Ten List on why our clients trust us.
• What additional value and insights are provided by our proprietary

 

What is a Psynet Group Executive Interview

Psynet Group interviews are delivered by Ph.D.-trained psychologists with experience in business and organizations. The interview incorporates four types of questions.

Career Review: Our interviewers uncover nuances within a candidate’s history. The primary focus is understanding how each stage facilitated their growth.

Behavioral: These questions review historical examples that indicate the successful application of key skills. Our interviewers are adept at determining the veracity of a candidate’s story as it relates to these skills.

Situational: We provide short case studies to assess how a candidate would solve the dilemmas. This approach allows us to understand thinking abilities, problem-solving approaches, and the values applied to decision-making.

Projective: The most unique and powerful technique our interviewers use is questions about the candidate’s relationships. These relationships serve as an anchor for understanding the candidate at a much deeper level.

Although the nature of any interview is stressful, Psynet Group consultants never intentionally ask questions that would humiliate candidates or create unnecessary stress. Our interviews are two and a half hours long combined with 90-120 minutes online, which is tiresome for many but does not create the psychological distress of a four to five-hour interview.