Risk and timing
Whether they enter early, late or at the right moment. Whether they take calculated risk or act on impulse, and how they protect themselves before stepping into the open.
Selection · Headhunting · HR
Before you hire, see how they decide under pressure.
An interview measures what a candidate says about themselves. Market Fortune shows how they decide when the market falls, when they are attacked and when time runs short.
The problem
The résumé says what they did. Not how they decide.
A brilliant profile can freeze under pressure, overexpose on impulse or fail to close in time. That never shows up on a CV or in a comfortable conversation. It shows up at the table.
Negotiation and influence
How they build agreements, read incentives and move the table. Whether they form alliances that serve them without burning the relationship.
Composure and closing
Whether they keep a cool head when attacked, recover from a mistake and get things done, instead of only analyzing.
The Fortune Method
15 decision-under-pressure variables, observable at a table.
Prior self-report: how the candidate believes they decide.Observation during the simulation: how they actually decide.Individual and cohort reports for the talent committee.A qualitative read for conversation and selection, not a psychometric test or a clinical diagnosis.
How it works
Put your shortlist at the same table.
A facilitated session of 2 to 6 people per table. Each candidate decides with limited resources, rivals and incomplete information. What comes out is a conversation and a set of reports that make their decision patterns comparable, in a high-caliber experience the person remembers.
For headhunters, HR and talent committees
Decide who to hire by seeing how they decide.
Tell us about your process and we will prepare the proposal.
Request a proposal