A group CFO calls. He has heard the reporting rules have changed and wants to know whether his company still has to report next year. He mentions the headcount is somewhere around eleven hundred. He wants an answer on the call.
What do you ask him before you answer?
You answer real situations like the one above. We assess the work, not the way it is written.
An assessment for people who do sustainability compliance work.
No application form. No CV. No profile to fill in. You start with the first question.
A CV tells us how well you present yourself. That is a different skill from doing the work, and the two come apart constantly.
The people this is built for are already invisible to recruiters. They do the work well and write about themselves badly. Every existing channel filters them out on the first pass. This one does not, because it never sees the pass.
The rules changed. A lot of practitioners are still answering from the old version, confidently. If you are current, it shows.
A written summary of where you were strong, where you were not, and the reasoning behind both. Not a pass mark. Something you can actually argue with.
You speak to me directly. Not a screening call with a recruiter who does not know the subject.
Strong results go on a shortlist. When a relevant role comes to us, that shortlist is what we work from.
We store your email and your answers, and we keep them in the EU. We use them to assess you and, if you do well, to put you in front of employers. Nothing else. No selling, no marketing.
Ask us to delete it and we will.
The first round opens shortly. Send a blank email and you will hear when it does.