When a key role requires additional decision clarity
Sometimes doubt arises in an appointment or internal promotion.
Not because candidates are not strong.
Not because interviews or assessments are insufficient.
But because the real question remains unanswered:
Does this person structurally fit this role, in this context, with this level of decision responsibility?
At that point, standard evaluation no longer suffices.
This is where role calibration becomes essential.
Taradin is discreetly involved in these situations.
What is usually happening
Organisations recognise this when:
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there is doubt between two strong candidates
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someone performs well, yet the role continues to feel misaligned
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an internal promotion proves more complex than expected
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a key role has become heavier or more complex over time
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leadership wants to avoid any doubt after an important decision
This is not about competence.
This is about structural role fit.
What Taradin does
Taradin independently examines the match between:
human – role – context
Not from a coaching perspective.
Not as a classic assessment.
But from one central question:
Does the scale of thinking, deciding and carrying responsibility match what this role requires today?
This brings clarity where traditional processes stop.
Who this is relevant for
This intervention is mainly used by:
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CEOs and executive teams
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HR directors
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board members
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executive search partners
In appointments where leadership wants to avoid doubt afterwards.
Exploratory conversation
Often, a short conversation is enough to determine whether this approach fits a situation at hand.
Taradin
Human • Role • Context
Decision clarity for key roles