FOR ORGANIZATIONS
Executive Assessment
Field-based evaluation for those hiring at the highest level.
The problem
Executive search has limitations. Interviews reveal presentation. References reveal reputation. Case studies reveal analytical thinking in controlled conditions.
None of these reveal how someone actually responds when conditions are uncertain, when stakes are real, when there is no preparation possible, and when the usual markers of authority have no meaning.
Bastardjökull offers boards, executive search firms, and organizations a different kind of data: direct observation of behavior under authentic pressure.
Assessment dimensions
Decision-Making
How does the candidate make decisions when information is incomplete? Do they act or defer? Consult or command? How quickly do they recognize when a decision was wrong?
Risk Assessment
Can they accurately assess risk without established frameworks? Do they overestimate their capabilities? Underestimate conditions? How do they communicate about risk to others?
Communication
How do they communicate under pressure? Do they listen before speaking? Can they defer to expertise? How do they respond when they are not the most capable person present?
Adaptability
How quickly can they release a plan when conditions change? Do they cling to expectations or adjust to reality? How do they respond to sudden, unexpected shifts?
Presence
Can they remain fully present when there is no agenda? Do they notice details? Read conditions? Attend to what is actually happening rather than what they expected to happen?
Methodology
Assessment takes place over the course of a single day on the glacier. Candidates are observed by trained assessors who document behaviour across all dimensions without interpretation during the experience.
The environment is not simulated. Conditions are real. Decisions have actual consequences. The candidate does not know which specific behaviours are being observed, only that they are being assessed.
Following the experience, detailed documentation is provided to the commissioning organisation. This includes observed behaviours, patterns, and their potential implications for leadership contexts, but never simplistic pass/fail judgments.
What we do not do
- We do not rank candidates against each other
- We do not provide “hire/don’t hire” recommendations
- We do not use artificial scenarios or team challenges
- We do not share assessment details with candidates
This service serves
- Executive search firms evaluating candidates for C-suite positions
- Boards conducting CEO succession assessment
- Private equity firms assessing leadership for portfolio companies
- Organizations seeking insight beyond traditional assessment methods
Confidenciality
All assessments are conducted under strict confidentiality protocols. Documentation is provided only to the commissioning organization. No information about candidates, assessments, or clients is retained beyond the engagement.
Candidates are informed they are being assessed. They are not informed of specific assessment criteria or the identity of the commissioning organization unless that organization chooses to disclose.
Discuss requeriments
Assessment engagements begin with confidential discussion of your specific requirements and context.