Promote on evidence, not impressions.
A promotion readiness assessment that produces standardized behavioral evidence — the assessment center alternative built for how modern talent review actually runs.
THE STATUS QUO
The problems you can't measure your way out of.
Promotion regret
The candidate who interviewed brilliantly and stalled at level. Every talent review has one. None of them had behavioral data — just impressions.
Interview theater
Structured interviews assess articulation, not execution. The best communicator wins the room; the strongest operator can lose it. That's not a behavioral interview alternative — it's the problem.
Assessment center cost
The one methodology with real predictive validity costs $3,000–8,000 per person and takes a day. That price forces you to guess on 90% of decisions.
PROMOTION READINESS, DEFINED
Promotion readiness is the calibrated behavioral probability that a candidate performs at the target level's decision, pressure, and coaching demands. It is observed under a standardized simulation, difficulty-adjusted with IRT, and reported with a confidence interval — not inferred from an interview.
HOW LEADIFY ANSWERS
Behavioral evidence, ready for the boardroom.
Promotion readiness simulations
Every candidate runs a calibrated scenario built to elicit the exact decision, pressure, and coaching demands of the target level. Internal mobility assessment with standardized rules — the same rubric, the same difficulty, the same evidence bar for everyone.
COO succession
Ready
95% CI [79, 85]
CFO succession
Ready < 12mo
95% CI [67, 75]
CRO succession
Development
95% CI [52, 64]
GM · EMEA
Ready
95% CI [72, 80]
GM · APAC
Gap
95% CI [37, 51]
VP Product
Ready < 12mo
95% CI [63, 73]
Standardized behavioral evidence
Not a self-report, not a manager's memory. Observable behavior scored against calibrated rubrics — the kind of evidence high potential identification programs were supposed to produce.
| Sales | Ops | Product | Finance | HR | |
|---|---|---|---|---|---|
| Executive presence | 56 | 69 | 82 | 55 | 68 |
| Negotiation | 63 | 76 | 49 | 62 | 75 |
| Coaching | 70 | 83 | 56 | 69 | 82 |
| Decision quality | 77 | 50 | 63 | 76 | 49 |
Defensible decision records
Every promotion decision leaves a record: the scenario, the score, the confidence interval, the specific conversational evidence. When someone challenges the decision, you don't defend a feeling — you show the transcript.
PROOF
Make talent review the calmest meeting on your calendar.
When every candidate carries standardized, calibrated, auditable evidence, the room stops arguing about who's ready and starts deciding which readiness the role needs. Talent review tools finally do what the name promised.
cost reduction vs. traditional assessment center per candidate
more candidates screened for promotion readiness per quarter
of decisions backed by an auditable behavioral record
FAQ
Answers, straight.
Run one real promotion decision through Leadify.
Pick a role you're actually filling. We'll simulate it, score the candidate, and hand back the behavioral record. You decide if it changes the decision.