RoleDNA™ Mapping

THE AES SEARCH PROCESS

RoleDNA™ Mapping: 8 levels of objective candidate assessment

RoleDNA™ Mapping is how Alexander Executive Search assesses candidates for senior engineering and civil engineering leadership roles. Every shortlisted candidate is evaluated across 8 levels of objective assessment, so you can see how each person thinks, behaves and communicates before you invest time in interviews.

This is not a personality test. It is not an HR exercise. It is a structured, evidence-based way to eliminate guesswork from hiring.

Science + Simplicity = Results

Performance problems are rarely about effort. They are about misalignment. Skills get people hired; behavior is what makes them succeed or fail in the role.

RoleDNA™ Mapping uses multiple layers of objective candidate assessment to evaluate behaviors, not just skills. It removes guesswork and emotion from people decisions and replaces them with clarity, structure and objective insight.

It starts with your behavioral blueprint

Before the search begins, we work with your leadership team to define the role, the success profile and the team fit. Using the McQuaig Job Survey, we clarify:

  • Decision-making style
  • Pace and pressure tolerance
  • Need for structure versus autonomy
  • Leadership and communication demands

This creates a behavioral blueprint for success in the position. Every candidate is assessed against it.

THE 8 LEVELS OF ASSESSMENT

The 8 levels of RoleDNA™ Mapping

Every candidate on your shortlist is assessed across the same 8 levels, giving you a complete, comparable profile before the first interview.

01

Job Location Mapping

A map showing where each candidate is based relative to the role, so you can judge commuting, relocation and travel.

02

Executive Summary

Consultant-led insight into each candidate’s strengths, potential concerns and motivations, and why they are being presented for your role.

03

Professional Photo

A current, professional photograph that reflects executive presence and makes each profile easy to connect to conversations.

04

Candidate Introduction

A personal intro video in the candidate’s own words, showing communication style, presence and motivation for this specific opportunity.

05

Key Competency Responses

Written or video answers to Key Competency Questions on the technical and leadership skills your role needs.

06

Behavioral Assessment

A McQuaig behavioral assessment matched to your role’s profile, showing how each candidate is likely to work, decide and handle pressure.

07

Verified References

References from credible senior sources, obtained and checked by our consultants to confirm leadership, delivery and reputation.

08

Detailed Resume

A full career history, checked for consistency and presented in the same format for every candidate, so you can compare fairly.

OBJECTIVE SCORING

How the 8 levels become your shortlist

The 8 levels are combined into one clear, objective view of each candidate, instead of a pile of resumes and a gut feeling.

The resume comes last on purpose. By the time you read it, you already know how each candidate thinks, behaves and communicates, so it supports your decision instead of driving it. Compared with traditional hiring, the process is evidence-led rather than resume-led, measures behavior as well as skills, and is backed by 96% retention after 12 months.

Suitability scores

Assessment results are scored objectively against the success profile agreed for your role, giving every candidate a clear suitability score.

Side-by-side comparison

Every candidate is benchmarked against the same criteria and compared side by side, so strengths and gaps are easy to see.

A focused shortlist

You receive a focused shortlist, usually the top two to four candidates, so interview time goes only to the strongest fits.

Your shortlist in a 24/7 online client dashboard

Your shortlist is presented in a secure online client dashboard you can open at any time, on desktop, tablet or mobile. Inside, you will find:

  • Profile summaries for every candidate
  • Side-by-side candidate comparisons
  • Candidate intro videos and competency answers
  • Resumes, references and supporting documents

Your hiring team can review candidates when it suits them and walk into interviews already informed.

OUR PROCESS

How an AES search works, step by step

RoleDNA™ Mapping sits at the heart of our retained search process. For more detail, see Our Process.

STEP 1

Define the role

We work with your leadership team to define the role, the success profile and the team fit, using the McQuaig Job Survey.

STEP 2

Targeted headhunting

We identify and approach engineering and civil engineering leaders, including candidates who are not actively looking.

STEP 3

Multi-layer assessment

Candidates complete the 8 RoleDNA™ levels, including Key Competency Questions, McQuaig behavioral assessment and an intro video.

STEP 4

Objective scoring

Results are scored and benchmarked, so every candidate has a suitability score and can be compared like for like.

STEP 5

Shortlist in your dashboard

Your shortlist arrives in a 24/7 online client dashboard with profile summaries, comparisons, intro videos and documents.

STEP 6

Interviews and offer

Because you already know each candidate, interviews are more efficient and decisions are better informed. We support you through to offer.

RESULTS AND GUARANTEE

Results backed by a free replacement guarantee

Every placement is backed by a 12-month guarantee as standard, extended to 2 years for senior roles. If the person leaves within the guarantee period, we find a replacement free of charge, subject to the agreed terms of engagement.

96%

Retention

of the leaders we place are still in their role after 12 months.

98%

Fill rate

of the searches we take on are successfully completed.

$100K+

Saved per hire

by avoiding the cost of a mis-hire. Calculate your cost.

12 months

Free replacement

guarantee as standard, extended to 2 years for senior roles.

Engineering manager briefing site workers and a colleague in a plant office

Who RoleDNA™ Mapping is for

AES works with engineering firms of every size, from growing companies to large, established ones, on senior engineering and civil engineering leadership roles paid $150K and above.

Whatever your size, RoleDNA™ Mapping is a strong fit for:

  • CEOs, boards and founders scaling their organization
  • Leadership teams experiencing persistent performance friction
  • Businesses preparing for growth, investment or restructure

Unlike many search firms that only focus on the biggest companies, we also have a dedicated process for growing firms under $120M.

CONTACT US

Ready to eliminate guesswork from your next leadership hire?

Talk to Alexander Executive Search, headquartered in Miami, about your next senior engineering appointment. We will show you how RoleDNA™ Mapping and our 8 levels of assessment apply to your role. Complete the form or visit our Contact page.

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