Human Capital Assessments
Science-Backed Leadership Assessment
The De Angelis Group offers clients Human Capital Assessment Services to ensure a comprehensive leadership assessment in matters of talent acquisition and talent development. We are proud to be Hogan certified, DISC certified, and Integrity Coaching certified.
Hogan Assessments are the global standard in personality assessment for the workplace. Used by 75% of the Fortune 500, Hogan assessments predict job performance and identify high-potential talent.
We integrate Hogan assessments into our executive search process to provide our clients with a complete picture of each candidate — not just their resume, but their personality, values, and leadership potential.
Hogan Certified
Assessment Practitioner
DISC Certified
Assessment Practitioner
Integrity Coaching
Certified Coach
Assessment Suite
The global standard in personality assessment for the workplace. Used by 75% of the Fortune 500 to predict job performance and identify high-potential talent.
Hogan Personality Inventory (HPI)
Measures normal personality characteristics that describe how people relate to others when they are at their best. Predicts job performance and career success.
Hogan Development Survey (HDS)
Identifies personality-based performance risks and derailers that emerge under stress. Helps leaders understand and manage their blind spots.
Motives, Values, Preferences Inventory (MVPI)
Reveals core values, goals, and interests that determine what leaders want to achieve and the type of environment in which they will be most motivated.
A research-validated behavioral assessment that measures observable communication style and behavioral tendencies to predict how an executive will lead, collaborate, and perform under pressure.
Dominance (D)
Measures how a leader approaches problems and challenges. High-D executives are direct, decisive, and results-oriented — well-suited for turnaround or high-growth environments.
Influence (I)
Assesses how a leader persuades and motivates others. High-I executives excel in commercial roles, culture-building, and stakeholder engagement.
Steadiness (S)
Evaluates pace, patience, and consistency. High-S leaders bring stability and reliability — critical for organizations navigating complex integrations or sustained execution.
Conscientiousness (C)
Measures attention to quality, accuracy, and process. High-C executives thrive in regulatory, R&D, and quality-driven functions where precision is non-negotiable.
A structured coaching methodology that helps executives align their behavior with their values, build trust-based leadership, and close the gap between intent and impact.
Values Alignment
Identifies the gap between an executive's stated values and their observable behavior — the root cause of most leadership derailment and team trust breakdowns.
Accountability Architecture
Establishes clear personal commitments and feedback loops that hold leaders accountable to the behavioral changes they commit to during the coaching engagement.
Leadership Presence
Develops the executive's ability to communicate with authenticity and conviction, building credibility with boards, investors, and direct reports alike.
The Value of Assessment
Predict Workplace Performance
Use validated assessments to predict how candidates will perform in specific roles and environments before making a hire.
Talent Acquisition
Reduce the risk of costly mis-hires by adding objective data to your selection process.
Talent Development
Help your existing leaders understand their strengths, blind spots, and development opportunities.
Find the Strongest Leaders
Identify which candidates have the leadership potential to drive your organization forward.
Identify Blind Spots
Uncover the personality-based derailers that can undermine even the most talented leaders.
Build High-Performing Teams
Understand team dynamics and composition to create cohesive, high-performing leadership teams.
Invest in Your Human Capital
Contact us to learn how Hogan-certified assessments can strengthen your leadership team.
Learn MoreCommon Questions
Frequently Asked Questions
A behavioral assessment is a scientifically validated personality assessment used by leading companies globally to predict workplace performance, leadership effectiveness, and cultural fit. Unlike interview performance, which candidates can prepare for, whether using DISC or Hogan, it measures underlying personality characteristics, including the derailment risks that only emerge under stress. For executive hiring in the MSK industry, where a failed hire at the VP or C-suite level can cost the company two years and $2 million or more, adding a validated assessment to the process meaningfully reduces risk.
Assessment works best as a final-stage validation tool, used after interviews have narrowed the field to two or three finalists. Administering assessments too early creates unnecessary friction for candidates. Used at the finalist stage, it adds a layer of objective data to what is otherwise a subjective decision, helps the hiring committee ask better final questions, and provides a post-hire development baseline for onboarding the new executive effectively.