Leadership due diligence

What it works from

• The leader's CV, profile and supporting documents
• Any specific risk questions to test
• The role and context they are being assessed for

What you get back

• A scored assessment of leadership evidence and risk
• Externally researched context alongside document evidence
• A written diligence output ready for review

Why this is expensive by hand

Every talent & leadership team needs leadership due diligence — and almost none of them do it the same way twice. In practice it shows up as pre-appointment diligence: assess evidence and public track record before an executive offer is made. It is the kind of work that decides whether a recommendation survives scrutiny — and the kind that quietly eats 3–4 days of senior time whenever it comes round.

How this Skill produces it

Here the same job runs as a Skill. Your material goes in; a scored assessment of leadership evidence and risk comes out, alongside externally researched context alongside document evidence. What sits between input and output is the codified method: thresholds, sequencing and the points where a human confirms a call — all of it visible and editable in the Skill. The practical effect: 3–4 days of manual work becomes a ~10 minutes run, held to an identical standard on the tenth engagement as on the first.