The Ahoy Compass Report
Every candidate Ahoy presents comes with a Compass Report. It's a structured read on fit: how the candidate lines up against the requirements you signed off on, what the evidence actually supports, where the record is thin, and what to ask to close the gap. You get a fit band, and you get the reasoning behind it.
A report that means something
The report combines structured candidate analysis with human executive judgment. Technology organizes and surfaces the relevant information; the assessment and the recommendation are a partner's, based on the candidate's documented experience, interview performance, the requirements of the specific search, and the wider goals of the company. You never get a verdict standing on its own. You get the reasoning behind it, in a document you can put in front of the people who have to sign off on the hire.
What you get in the report
Five things, one for each stop on the belt above, all built off the same requirement set, so the evidence, the read, and the interview all point back to the same record.
The baseline for the whole report
Your requirements and your company profile, signed off before any candidate is read. Everything that follows is measured against this record, not against a generic idea of a good hire.
Requirement-by-requirement evidence
Every requirement you set, assessed on its own. What's proven, what's a defined gap, and what the record simply can't answer. For each open question, an interview question written to close it, so interview time goes to the unknowns instead of re-covering the resume.
A working-style read you can trust
How the candidate prefers to work, set beside your own company profile. If the responses don't hold up to our validity checks, we tell you and leave that section out rather than report it.
Fit with the company's wider goals
A partner's read on whether the candidate can help the company reach goals that sit outside the job description for the role, drawn from their documented experience and how they interviewed.
One overall fit band, with the reasoning attached
One of four named bands, Low through Strong, reached by a partner on the evidence in front of them. Not a number, not a ranking of one candidate against another. You see the reasoning, not just the result.
Why clients use it
Comparable, not anecdotal.
Every candidate is measured against the same requirements with the same method, so a slate can be compared side by side.
Decisions you can defend.
When a board, an investment committee, or an executive team asks why this candidate, the answer is documented rather than remembered.
Faster shortlist reviews.
The band tells you where to focus first. The matrix tells you why.
Better interviews.
You walk in knowing exactly which questions still need answers.
Alignment before the search heats up.
Building the requirement set forces a real conversation about what the role needs. That conversation surfaces disagreements early, when they're cheap to resolve.
Honest about its limits.
The report tells you what the record couldn't answer and when the behavioral data didn't hold up. That's the point.
How it works
Three steps, and the report is in hand before the first interview is scheduled.
The Compass Report is a structured decision-support instrument, not a diagnostic one. It does not rank candidates against one another. The behavioral read describes preference, not capability, and the final assessment is a partner's judgment, not an output. It's built to inform your judgment, not to replace it.
Every candidate we present comes with one attached
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