Our approach
At Downing Teal, we offer an Assessment service that combines our team’s deep expertise with the proficient use of recognized tools to evaluate talent. Our methodology allows us to analyze both a professional’s fit for a specific role and their development potential, supporting organizations in identifying and projecting their human capital.
Our approach considers alignment with the role and corporate values, motivations and competencies, key strengths and development opportunities, as well as the potential to take on greater responsibilities. This analysis is based on interviews and the application of tools that assess personality, leadership, and cognitive abilities.
Bringing all these elements together strengthens our final evaluation and provides clear, accurate, and actionable insights to support talent-related decision-making.
Methodology
Our methodology can be adjusted to fulfil the specific needs of each client.
Understanding conext and objectives
The process begins with a meeting with the client to clarify the context, objectives, and expected outcomes, as well as to understand the specific characteristics of the role, its challenges, the required competencies, and the associated cultural environment. This information allows us to tailor the methodology and ensure a robust analysis aligned with the needs of the position.
Assessments Administration
We use online personality and cognitive assessments as a complementary input to our evaluation. These tools, applied through trusted platforms, provide reliable information that strengthens and informs our overall analysis.
Interviews
Interviews are conducted by a Senior Consultant and a Senior Psychologist, allowing us to contrast perspectives and strengthen the evaluative judgment. These semi-structured, competency-based interviews aim to identify leadership style, motivations, cultural fit, and the critical competencies required to project future performance.
We assess both technical and personal competencies, considering career trajectory, leadership style, motivations, and overall potential. We work with our own competency framework and align the interview guidelines with the client’s leadership models and organizational values.
Reference Checks
Reference checks are a key component of the evaluation process. For external candidates, they are conducted as a standard step, while for internal candidates they are carried out at the client’s discretion. Typically, at least two referees are contacted—preferably former direct supervisors—ensuring confidentiality and the candidate’s consent. Downing Teal conducts focused reference checks aligned with interview findings, with the purpose of validating past behaviors, identifying potential gaps, and strengthening the overall consistency of the final assessment.
Report
In this document, we provide a clear conclusion regarding the candidate’s fit with the Position Profile, indicating whether they are Recommended, Not Recommended, or Recommended with Observations.
The report includes, among other elements: personal and academic background, career summary, role compatibility, leadership style and competencies, motivation, development suggestions, overall competency assessment, and, when applicable, compensation expectations.
Candidate Development Guidance
Once the process is completed, Downing Teal provides individual feedback to the assessed professional regarding their strengths, development opportunities, and overall career projection.
We also support the candidate’s manager by providing key information to facilitate the feedback conversation and contribute to the professional’s development within the organization.
In summary, our aim is to determine the candidate’s fit with the required profile and to support both the organization and the individual in their decision-making and growth processes.
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