A key hire, a new partner, a succession: move from a vague gut feeling to a sound decision.
Hugues Souron, founder and president
The CV is spotless. The interview went well.
Who is this person, really?
Key hire. New partner. Succession.
A mistake costs you for years.
Before you decide, I cross-check 3 sources.
Scientific questionnaires Context analysis Structured interview
Each one has a blind spot.
The other 2 cover it.
The person, not just their CV.
A written report. Clear decisions.
Delivered 48 hours after the structured interview.
The decision stays yours.
Hugues Souron Insurance background Lecturer at Paris-Dauphine
A scoping call, not a sales pitch.
Book a 20-minute call No obligation.
Who is this person, really?
And 2 international groups, kept confidential.
3 situations most leaders face at least once a year.
The CV is spotless, the interview went well, yet something is off and you cannot name it. And you have to decide within 15 days.
You can see the friction, but not who is in the right seat, who would give their best elsewhere, who simply needs better support. You need an outside reading, owing nothing to internal politics.
This time, you want to decide on evidence, with a report that holds up in front of your leadership team, your board and your shareholders.
According to management research, a bad executive hire costs 1.5 to 3 times their annual salary: one of the most expensive decisions to get wrong, and one of the least instrumented.
Psycomet makes visible what instinct alone cannot see, where an error costs the most. Without promising success, nobody can: by surfacing the signals you might have missed, and by documenting the decision in case it is challenged.
A sound decision does more than avoid a mistake. It unlocks a team.
Industry estimates: SHRM, Center for Creative Leadership. US studies on executive management, with debated methodologies; figures vary by role and sector. Only the order of magnitude matters, to be applied with care to the European mid-market.
3 steps, from your file to the report.
You describe the decision in 5 minutes, in complete confidence.
Then a 20-minute scoping call, not a sales pitch.
A 1-hour debrief with you. 15 days at most after your order.
A single measure is reductive, a single expert opinion is subjective. By crossing psychometric measurement, context modelling and human expertise, the HRS produces the reading no single source can give.
Scientifically validated questionnaires (AssessFirst). Hugues is a certified AssessFirst Expert.
What a test never sees: the situation around the person.
A 90-minute structured conversation led by Hugues. Where a human says what no measurement captures.
Priority decisions first, then a plain-language reading of the 7 dimensions. A report written by an expert, with its sources, ready for the board.
Strong on Security, Relationships and Vision. Point of attention on conflict Regulation, to explore in a follow-up interview.
A hire, a new partner, a succession:
everyone has an interest in a yes. My only interest: that the person and the role fit.
| Party | If you say yes | If you say no |
|---|---|---|
| The recruitment firm | gets paid | does not get paid |
| The candidate | gets the job | does not get it |
| The hiring manager | fills the role | keeps searching |
| Psycomet | favours neither yes nor no | |
Firms find, Psycomet checks. And when what I see goes against the plan, I write it down.
We brought in Psycomet to secure the recruitment of the managing director of our US subsidiary. What convinced us: Hugues Souron does not hand down a verdict, he builds the case. He tells us what he sees, even when it is not what we want to hear. Since then, we have called on him for several of our hires and internal moves.
Nicolas LigouzatManaging Director, SodimateLinkedIn →As a CEO, my riskiest decisions are my key hires. Hugues and Psycomet gave me a reading that neither my intuition nor a CV provided: a cross-analysis that secures the choice and then shows how to manage the person day to day. On our COO hire, his work weighed directly in my final decision. If you decide on strategic profiles, talk to him.
Psycomet’s offer is relevant, very well documented by the tests, simple yet detailed to read and immediately usable for decision-making. I appreciated the clear format, its variables, and the final touch on what to do and what not to do. I highly recommend it.
Hugues had me take the psychometrics with no particular context. The report described with striking accuracy what my job is made of today: an appetite for complexity, arbitration under pressure, technical credibility. This method could clarify many careers before they are built.
I am the HR lead of an organisation with 21 employees. Working with Psycomet really helped us understand how our people operate, adjust everyone’s role and the way we collaborate.
Hugues does not apply a ready-made grid. He starts from the psychometric instruments, crosses them with a well-run interview, and manages to name the key tensions. More than simple support, I felt a real partnership.
I expected one more psychometric test. What came out was an accurate reading of what truly suits me, accurate enough to draw concrete decisions about the next step of my career.
One method. 3 levels of intensity, depending on the stakes.
Secure a decision that rests on 1 person. A prospective executive, a potential partner, a key candidate for a decisive role.
See tier 1 in detail
Read a whole team: an inherited leadership team, a partner duo, an agency in transition, founders before a fundraise. The decisions to make within 6 months.
See tier 2 in detail
Make the HRS a lasting practice: steering, reassessment at month 3 and month 6, decision follow-up on the structuring decisions.
See tier 3 in detailHugues Souron leads every engagement and signs its report. Laurent Chrétien designed the method’s scientific architecture; Arthur Jouffe models the impact of decisions when the stakes call for it.
Nearly 10 years in insurance risk management (AIG, L’Oréal, SIACI, Verlingue, Abeille). Certified AssessFirst Expert. Lecturer in psychometrics at Paris-Dauphine, after teaching at Excelia.
École Polytechnique engineer. Scientific partner. Guardian of the method’s statistical architecture.
Specialist in Bayesian and causal modelling, certified BayesiaLab Advanced. Works on the engagements where the impact of a decision has to be anticipated: psychosocial risks, turnover, organisational action plans.
He listened very attentively and presented the results in a clear, accessible way. The interpretation keys he gave us allowed us to take real ownership of the results.
A personal reply within 48 hours, then 20 minutes of scoping and a proposal in your name. 3 engagements a month at most: if Psycomet is not the right tool, I tell you and point you elsewhere.