Harrison Assessment
You can't undo a bad management hire with a performance review. By the time it's obvious someone isn't right for the role, you've already paid for it — in salary, in turnover on their team, in the deals or projects that stalled while they were figuring it out.
The Harrison leadership assessment gives you a way to know before you decide, not after. Unlike generic leadership assessment tools, it's a behavioral science instrument used to evaluate candidates and current employees against what a specific management or executive role actually requires — so the decision is based on evidence, not a good interview.
From a Pile of Resumes to the Right Person — Without the Guesswork
Built From 6,500 Real Jobs, Tailored to Yours
Harrison isn't a generic personality test. Where most leadership assessment tools measure candidates against a one-size-fits-all model, Harrison Assessments draws on a library of more than 6,500 job profiles to create a custom success profile for your specific role. That means every hiring manager on your team is evaluating candidates against the same clear bar — not five different gut feelings about who "seems right."
Skip the Resume Pile
Before anyone answers a single behavioral question, candidates are automatically ranked against the basics that actually matter for the role — education, experience, required skills. That alone can cut your screening time by up to 80%, so your team spends its time on candidates who are already qualified, not sorting through the ones who aren't.
What a Resume Can't Tell You
Qualified candidates move on to a short behavioral and personality assessment — the part that predicts how someone will actually perform, not just whether they check the right boxes. It measures the personality traits and leadership skills the role genuinely requires, and it flags how engaged and satisfied that person is likely to be in the seat. That matters more than it sounds: a mismatched hire rarely lasts, no matter how qualified they looked on paper.
Built to Catch What Other Assessments Miss
Most people answer personality tests the way they think they should, not necessarily how they actually behave. The Harrison test is designed to catch that — and it only takes about 25 minutes to complete.
It also does something most personality assessments don't: it tells you when a strength, pushed too far, becomes a liability in a specific role. Confidence that tips into arrogance. Independence that becomes an unwillingness to collaborate. Understanding how a candidate's personality traits interact under pressure is often the difference between leadership success and a hire who quietly derails a team.
Ask Better Questions, Not More of Them
Instead of generic interview questions, you get a custom set built around what actually predicts leadership success in this exact role — surfacing issues that might otherwise take months on the job to surface. It also flips the usual interview dynamic: rather than only asking candidates to prove themselves, you can show top talent exactly what the role offers and why it fits what they're looking for.
What You Actually Get
Every candidate and employee assessed through Harrison Assessments comes with a set of reports built to answer the questions hiring teams actually ask:
A Clear, Side-by-Side Comparison
See exactly how a candidate stacks up against what the role requires, trait by trait — plus a ready-made interview guide built around the gaps and strengths the leadership assessment reveals, and even guidance on what it will take to convince a strong candidate to say yes.
The Full Picture, Not Just the Highlight Reel
A candidate's strengths and their risk areas often come from the same underlying personality traits. This report shows both sides clearly, so you're hiring with a full picture of who someone is, not just the version that shows up well in an interview.
A Head Start on Onboarding
Once someone is hired, the same data becomes the foundation for their development plan. It tells you exactly what to focus on to help them succeed — the one or two leadership skills worth developing first, and specific guidance for their manager on how to bring out their strengths and keep them engaged for the long run. For current managers and executives, the same reports can anchor ongoing development plans, so leadership growth is driven by data instead of an annual review form.
Your Whole Team, at a Glance
See how an entire team's traits stack up together — useful for spotting gaps before you hire, understanding team dynamics, or shaping a culture initiative with real data behind it instead of a hunch.
