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:
01
Cultural damage
Misaligned leaders undermine values, trust, and collaboration. Culture deteriorates – often quickly and noticeably.
02
Loss of top performers
Strong employees leave quietly, often first. Poor leadership is the number one reason for resignation.
03
Productivity drops & conflicts
Unclear priorities, silos, misunderstandings. Teams work alongside each other instead of with each other.
04
Wrong decisions under pressure
Stress amplifies dysfunctional patterns: control, withdrawal, politics. This slows down speed, innovation, and quality.
05
High costs of wrong hires
Replacements cost 100–300% of annual salary – including productivity loss, friction, and reputational damage.
06
Blocked transformation
One wrong hire in a key role can bring an entire change journey to a halt and destroy a team’s willingness to change.
About me
Who is behind this?
I am Beate Junginger, Founder & Managing Director 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.
Different roles and challenges require individual profiles. This goes beyond values and personality traits – the goal is not abstract “excellence,” but real fit.
This prevents arbitrariness and ensures you select not just “the best candidates,” but the right ones.
02
Hogan assessment as an objective foundation
Hogan identifies:
behavioral strengths in everyday work
derailment risks under stress
values, motives, and inner drivers
cultural fit
blind spots that would otherwise remain invisible in interviews
Together with the future manager, we conduct a structured interview with:
clear observation criteria
a psychologically safe setting
targeted in-depth questions
alignment with Hogan results
observation of non-verbal signals
This replaces gut-feel decisions with clear, objective judgments.
04
Observer conference & recommendation
After the interview, we align observations, sort out contradictions, assess cultural fit, and provide a well-founded recommendation:
Go / Conditional Go / No Go – with clear reasoning and development options.
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 StadlmayrCOO, 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.
