Leadership hiring that learns from every decision you make.
Most leadership hires fail not because you hired the wrong person — but because you had no system for knowing what 'right' looks like at your stage. Prelim closes that loop: behavioral evidence in, outcome data back, AI that learns your definition of leadership excellence.
Stop buying confidence. Start building evidence.
Executive search finds candidates. It cannot prove they will lead well at your stage, your culture, or your next inflection point. Leadership Intelligence replaces the gut-feel verdict with role-specific behavioral simulations, a closed outcome loop, and AI that learns what actually predicts performance — at your organization, not just across generic benchmarks.
- Behavioral simulations built for your role, stage, and risk profile
- Closed-loop AI: post-hire outcomes feed back into the model
- Every hire creates institutional memory your search firm can't take with it
- 360° multi-rater from direct reports, peers, manager, and stakeholders
- Psychometrics validated against outcomes — not self-report alone
- Board-ready reports that explain every score in plain language
Astraflow cut a 9-week executive search to under three weeks without lowering the bar.
What Leadership Intelligence measures that panels miss.
Each signal below is behavioral evidence — not what a candidate says about themselves, but what they do under the situations that break average leaders.
Behavioral simulations
Decision scenarios built for your stage and sector — not generic question banks.
Closed-loop AI
Post-hire outcome data feeds back. The model learns your definition of leadership excellence.
Judgment evidence
What candidates do under realistic pressure — not what they claim they'd do in an interview.
360° signal layer
Multi-rater from direct reports, peers, manager, and external stakeholders. Blind spots surfaced before the final round.
Succession intelligence
Promotion readiness, flight risk, and bench depth — forward-looking, not retrospective.
Dark triad & advanced screening
Machiavellianism, narcissism, psychopathy, humility index, learning agility — the signals most platforms don't surface.
Psychometric depth
Big Five, Hogan, 16PF — validated frameworks correlated with outcomes, mapped to your competency model.
Institutional memory
After ten hires, your org owns a leadership pattern library. Your definition of great, codified.
Roles commonly assessed.
A sample of the job titles teams use this for.
The full Leadership Intelligence matrix.
Every leadership hire can run any combination of the eight signal types below — configured to your role, your competency model, and your stage.
| Signal type | What Prelim surfaces |
|---|---|
| Behavioral Simulations | Decision scenarios built for your stage, sector, and risk profile — not generic SJT banks. Candidates respond to the situations that actually break leaders at your level. |
| Closed-Loop AI | Post-hire outcome data feeds back into the model. After each hire, the system learns what actually predicted success at your organization — not just industry averages. |
| Judgment Evidence | What candidates do under realistic pressure, not what they say they would do. Every response is behavioral evidence, not self-report. |
| 360° Signal Layer | Multi-rater input from peers, direct reports, manager, and external stakeholders. Competency gaps and blind spots surfaced before the final round. |
| Psychometric Depth | Big Five (OCEAN), Hogan, 16PF — validated personality frameworks correlated with leadership outcomes, mapped to your competency model. |
| Succession Intelligence | Leadership potential score, promotion readiness, flight risk, and bench depth — forward-looking verdicts, not backward descriptions. |
| Dark Triad & Advanced Screening | Machiavellianism, narcissism, psychopathy, humility index, learning agility, and digital fluency — the signals most platforms don't surface. |
| Institutional Memory | Every leadership hire creates data. After ten hires, your organization owns a pattern library competitors cannot buy. Your definition of great leadership, codified. |
Questions teams ask us.
Make your next leadership hire the one that teaches you.
Bring one open VP role. We'll design the evaluation and show you what the outcome loop looks like on your data.