ART Diagnostic Tool – Further Expanded Executive Hiring Diagnostic

This app implements the ART Diagnostic Approach with deeper branching questions to better diagnose the business "illness" before prescribing the executive "treatment". Now includes multi-level probing on urgency, team maturity, international needs, cost pressure, and transformation vs. stability.

Details about our ART Diagnostic Tool, along with Realistic Simulation examples, can be found in our article "Exploring the ART Diagnostic Approach to Executive Hiring": .pdf. or .html

Phase I: Deep Diagnostic Decision Tree

Answer step-by-step. Branches adapt based on your selections.

Step 1: Primary Symptom Category

Step 2: Communication / Cultural Friction


Misalignment / poor communication with HQ / parent company
Cultural differences / low morale from cross-cultural issues
Local regulatory / compliance / legal risks not managed well

Step 2b: International Scope


Yes – needs fluency in local market + corporate/HQ language & culture
No – primarily domestic or single-culture

Step 2: Growth / Scaling


Lack of scalable systems, processes, infrastructure
Rapid headcount growth overwhelming leadership
Both systems and headcount / organization design

Step 2b: Growth Urgency


Very urgent – must professionalize quickly or risk failure
Moderate – steady professionalization needed

Step 2: Limited Resources


Extremely hands-on execution / "roll up sleeves"
Creative resourcefulness / doing more with less

Step 2: Turnaround / Crisis


Critical / failing – risk of shutdown or major loss
Underperforming but salvageable

Step 2b: Timeline of Issues


>3 years (chronic issues)
<3 years (recent crisis)

Step 3: Team Dynamics & Succession


High-performers (VPs/Directors) – must retain & empower
Mixed – some strong, some need development
Needs significant rebuilding / development
Primary goal = hire/train successors (bench strength)


Yes – strong talent would leave under micromanagement
Low – team is stable regardless

Phase II: Executive Archetypes

Archetype Description Suitable For
Cultural Bridge Builder Skilled in navigating cultural/HQ-local divides, improving communication, compliance. Miscommunication, cultural friction, compliance issues.
Scaler/Builder Proven in systems implementation, process building, rapid team scaling. High-growth needing structure & professionalization.
Player-Coach Hands-on executor who leads by doing in resource-constrained settings. Limited resources, startups, detail-heavy execution.
Hands-Off Strategist Empowers high-performers, avoids micromanagement, focuses on strategy. Strong existing teams at risk of turnover.
Mentor/Developer Excels at talent development, hiring, training successors. Succession planning, building bench strength.
Fixer Turnaround specialist with recent, measurable crisis resolutions. Underperforming / failing units (prioritize recent wins).
Cost Cutter / Efficiency Driver Proven at reducing costs, improving profitability without destroying capability. Cost pressure, margin improvement scenarios.
Steward / Maintainer Stable, reliable leader focused on maintaining health & incremental gains. Mature, stable businesses needing continuity.
Transformer / Change Agent Drives major repositioning, cultural or strategic shifts. Businesses needing fundamental change.

Phase III: Evidence-Based Search Guidelines

  1. Passive Candidates: Target successful people at competitors (not active job seekers).
  2. Demand Metrics: Require specific, quantifiable achievements in interviews.
  3. Dual Fluency: For international roles, verify local market + corporate fluency.

Phase IV: Final Checklist

Yes No

Yes (integrate) No (replace)

Yes No

Conclusion

Use this deeper diagnostic to improve on candidate matching — a wrong CxO hire can be like wrong surgery.

Note: this tool is intended as a preliminary evaluation of a CxO need and possible suggestions. It is for educational use only, and no guarantee is implied if used by your firm.

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