01

The problem we kept seeing with executives in transition

Working with executives in transition, we saw the same pattern again and again. Talented leaders, with years of results behind them, were judged on a CV, a LinkedIn profile and a handful of interviews. Their real reputation, the one held by the people who had worked with them for years, was nowhere to be found in the decision.

That reputation existed. Former teams would describe them in detail; clients would vouch for them; peers knew exactly what they were good at. It was simply never collected, never structured and never made portable. So the strongest evidence about a leader stayed invisible, while the weakest, a self-written summary, carried the most weight.

02

Slow, locked in, or too light

Corporate 360-degree reviews take weeks to organise, belong to the employer, cover a single organisation and disappear when you leave.

Psychometric tests describe personality and preferences, not how you are actually experienced by the people you lead.

References are hand-picked, informal, unstructured and arrive at the very end of a process, when opinions are already formed.

Online endorsements are easy to give, easy to trade and say very little about leadership.

None of these gives a professional what they actually need: a fair, recent and portable picture of how they lead, ready when the opportunity appears.

03

Four design principles

Real. Ratings come from the people who actually worked with you, across levels and organisations, not from self-description.

Unbiased. Everyone answers the same structured questions, and many voices weigh more than one. That limits the effect of any single relationship, good or bad.

Fast. Questionnaires are short and quick to answer, so a profile can be built without organising a full assessment campaign. Speed matters: opportunities do not wait for a six-week process.

Yours. The profile is portable from one company to the next, protected by a strong legal and privacy framework, and shared only when you decide.

04

From invitation to profile

1. Choose your ecosystem. You select people above, beside and below you, plus clients and partners, across the companies and periods that matter to your story.

2. Collect structured ratings. Each person answers the same short questionnaire on leadership and potential, skills, social style and what you are known for.

3. Turn it into insight. Ratings are aggregated into a clear profile: your strengths, your blind spots, an overall mark and the themes that should anchor your story.

4. Use it. On your personal page, in your film, in your pitch to boards and search partners, and to decide where to focus your search.

05

Data makes the story credible, and the search sharper

Your films and personal page tell who you are; your 360° profile shows that others see it too. That combination is what removes the suspicion of self-promotion from personal branding.

In a search, the same data sharpens your pitch and tells us which roles, sectors and companies fit you best. If your ecosystem rates you highest on building teams in high-growth environments, we prioritise scale-ups and private-equity-backed companies; if it is operational turnaround, we look for companies under pressure. Outreach goes where you are most likely to succeed.

06

Frequently asked questions

Who can see my profile? Only the people you choose. Your data belongs to you.

Can I refresh it later? Yes. A profile is most useful when it is recent, so you can update it as your career moves on.

Is it only for people looking for a job? No. Leaders use it to prepare a promotion or a board role, and companies use it for succession and talent reviews.

See how it works for you: Data 360° leadership profiling.