Executive Recruiting
Selecting the right
leadership personalities
The right people at the helm
Good leadership is the engine of every transformation.
But even the best strategy fails if people in key roles do not fit the culture or show dysfunctional behavior under pressure.
Especially in mid-sized companies, leaders are often selected based on expertise, likability, or gut feeling. The consequences are costly: cultural disruption, unrest in teams, productivity losses – and often a new replacement after only a few months.
We help you make better decisions:
well-founded, objective, and culturally aligned.
Why recruiting today requires more than good interviews
Many candidates have learned to present themselves perfectly:
confident, polished, rhetorically strong.
But true mindset, values, and behavior under pressure cannot be identified in classic interviews.
This is exactly where wrong hires happen – and exactly where we come in.
We ensure that leaders are not only capable, but truly fit:
the role, the task, your culture, your company’s maturity level, and the real everyday life of your organization.
What happens when leaders do not fit?
Six consequences that slow down transformation, culture, and results:
Who is behind this?
I am Beate Junginger, founder and CEO of aergon. I support leaders, teams, and organizations in consciously shaping change – with clarity, integrity, and heart.
I am passionate about connecting people with their true nature, their talents, and their collective strengths – so that meaning and trust can grow into sustainable success.
Our approach –
precise, structured, human
Why this process drastically reduces wrong hires
Many candidates shine.
But not everything that shines is gold.
Our experience:
The biggest risks rarely lie in the CV,
but in behavior under uncertainty.
We uncover exactly these patterns before they unfold in your organization and cause damage. This protects culture, speed, team dynamics, and results.
What our clients say
“Especially in times of cultural change, this structured, in-depth look behind the façade is not only helpful, but essential – including for us at PARAGON in recruiting. Thank you for the valuable impulses and the trusting collaboration.”
Johannes Stadlmayr
COO PARAGON Central Europe DACH & CEE
Frequently asked questions
What is special about the combination of Hogan & multimodal interviews?
The Hogan assessment provides objective data. In the multimodal interview, we deepen these insights, validate them in conversation, and align them with concrete requirements and observations.
Interviews conducted by two people and a structured observer conference ensure objectivity and minimize perception bias.
The result: better decisions, fewer wrong hires, stronger cultural fit.
How reliable is the Hogan assessment in evaluating leadership potential?
Very reliable. It shows not only how candidates present themselves in interviews, but how they react under pressure, what drives them, and where potential risks lie – scientifically validated and proven in practice.
How do we know if someone really fits our culture?
The Hogan assessment highlights values, motives, and behavioral patterns. Combined with the multimodal interview, these are aligned with your desired leadership and team culture to enable a well-founded decision.
How quickly do we receive results?
The online assessment takes approx. 45–60 minutes. Evaluation and the in-depth interview can follow immediately afterward – ideal even for time-critical selection processes.
What if impressions are contradictory?
That is exactly what the process is designed for. We examine discrepancies, clarify them in the interview, and create an objective overall picture. This prevents costly wrong decisions later on.
Is this also suitable for internal selection or potential analysis?
Yes, absolutely. Hogan is highly suitable for internal potential analysis, succession planning, and improving team dynamics.
Improve your recruiting quality now
Discover how Hogan + multimodal interviews prevent wrong hires and create cultural stability.
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