ASSESSMENTS
Know whether someone can truly carry the role
You have two strong candidates — and still doubt. The role has grown — but no one can say where the real gap is. Or someone performs well — but something structurally feels off.
This is where assessment alone is not enough. And where Taradin intervenes.
Placing the wrong person in a key role costs time, money and reputation. Taradin uses internationally accredited assessment methods to make that decision with substantially greater certainty.
"An assessment without role and context clarity increases the risk of a wrong decision — with more confidence."
- Accredited by BIOSS International - Applied at executive & board level - Strictly confidential
HOW TARADIN WORKS
Three levels of clarity
Assessment reads the person
The capacity, judgement and growth potential someone brings.
Core Scan tests the fit
The alignment between person, role and the specific context they will operate in.
Role & Decision Architecture reshapes the system
When the issue is not the person — but the structure within which decisions are made.
THE STAKES
When the cost of a wrong appointment cannot be undone
Every day, leaders make decisions that shape their teams, their organisations and their own trajectory. The higher the role, the more complex the decisions — and the harder it becomes to assess from the outside whether someone will genuinely thrive in that context.
Taradin's assessment work is designed for exactly those moments: when a key appointment is at stake, when a role has grown beyond its current occupant, or when persistent performance issues suggest a structural mismatch rather than a motivational one.
The question is not only whether someone is capable. It is whether their capacity matches the complexity this specific role requires — now and in the future.
Decision-making capacity
Not all roles require the same quality of judgment. Taradin assesses how a person handles complexity — in their current role and in view of the demands ahead. That match is what determines whether someone will make sound decisions under pressure.
Cognitive diversity
Teams that think the same way decide the same way — with the same blind spots. Assessment reveals how a candidate processes complexity differently from those already present, and where that diversity strengthens or challenges the existing team.
Long-term development
Assessments do not only describe the present. They predict the speed at which someone's capacity will grow — giving organisations a basis for succession planning, role design and investment in the right people at the right time.
THE METHODS
Two complementary instruments
Taradin uses accredited methods where needed — but always within a broader decision architecture.
IN-DEPTH · Executive roles
Career Path Appreciation
CPA · BIOSS International
A semi-structured personal interview — conducted face to face — that explores career history, preferred approach and the level of work complexity a person is genuinely comfortable with. The outcome is a clear picture of current decision-making capacity and realistic long-term development potential. CPA is particularly valuable for senior appointments where judgment, not just competence, is the deciding factor.
FAST · Entry-level & promotion
Initial Recruitment Interview Schedule
IRIS · BIOSS International
A structured tool for quickly assessing the level of work complexity an individual can comfortably handle. IRIS is used in graduate recruitment, promotion interviews, career counselling and training contexts — where a fast, reliable reading of someone's capacity to grow into a role is needed without the depth of a full CPA process.
THE FRAMEWORK
Seven levels of work — seven levels of decision complexity
Not every role demands the same quality of judgment. Taradin situates each assessment within a model of seven work levels — from highly structured operational decisions to complex, ambiguous strategic choices at the top of an organisation. Knowing at which level someone performs in a state of flow is the basis for every placement recommendation.
7 Global strategy
6 Cross-organisational leadership
5 Strategic direction
4 Operational management
3 Systems & process
2 Supervised practice
1 Structured execution
THE OUTPUT
What a Taradin assessment gives you
Match assessment
A clear view of how the candidate's current capacity aligns with the demands of the role — including where gaps exist and whether they are bridgeable.
Development prediction
A realistic forecast of how quickly and in which direction the person's capacity will grow — essential for roles where future demands will outpace current ones.
Inner decision resources
A deep understanding of how the person constructs their world and what they rely on when the context is uncertain — judgment, intuition, data, relationships.
Deployment advice
Concrete guidance on how to position this person within the organisation — what kind of role, team and context will allow them to perform at their best.
ACCREDITATION
Globally recognised methodology
Taradin is accredited by BIOSS International — a leading institute known worldwide for developing models of leadership capacity and organisational complexity. The CPA and IRIS methodologies have been applied in executive search and talent management across sectors and continents for decades.
That accreditation means the assessment Taradin delivers is not based on proprietary frameworks or personal judgment alone, but on a validated, internationally tested approach to understanding how people engage with complexity.
EXPERIENCES
How this way of working is experienced in practice
"Context: long-term collaboration around role assessment, team composition and reading behaviour in professional settings.
Margareta has an exceptional ability to read behaviour, build teams and place the right people in the right positions. Her empathy, communication and leadership made us grow both as individuals and in our professional roles, and contributed greatly to our results.
Geert Van de Walle
Fintec Invest
"Context: owner leadership in a growing SME, where strategic direction, role clarity and decision-making had come under pressure.
The work helped me see more clearly what I could still carry, what no longer fitted, and where responsibility needed to be reorganised. That shift brought more clarity, better decisions and a stronger structure for the organisation.
Satisfied client
CEO · SME in Flanders
START HERE
Discuss whether an assessment fits your situation
Not every situation calls for a full assessment. An initial conversation helps determine which instrument is appropriate — and whether the question is one Taradin is the right fit for.
Your details are handled with strict confidentiality and will not be shared with third parties.
RELATED
Assessment is only one layer of clarity
Combine assessment with the Decision Clarity Scan
Where assessments examine decision-making capacity, the Decision Clarity Scan examines fit — between person, role and the specific context they will operate in. Together, they offer a complete picture.