Clear signal. Confident decisions. 

Leadership hiring is full of noise. Since 2019, our Zi Platform has helped companies world-wide cut through that noise. Zi turns fragmented inputs into structured insight and shared judgment, so hiring teams move faster and decide with conviction. It is not about more data. It is about seeing what matters.

Real-world leadership signals.  

Great leaders reveal how they think and operate over time in podcast appearances, interviews, and thought leadership, not just in interviews or resumes.  

Zi surfaces professionally relevant signals, allowing our advisors to contextualize a leadership candidate’s thinking over time, not just in the single moment of an interview. Our advisors validate themes that emerge in the interview process against real-world examples of how a leadership candidate shows up publicly.

Clients receive clarity and counsel, not a stream of unfiltered links. This is how Zi separates signal from noise at scale.

Candidate strengths, visualized

Zi translates opinion into side‑by‑side insight, helping hiring teams challenge assumptions and reduce implicit bias without removing human judgment.

The platform enables clear comparisons across skills, attributes, leadership behaviors, and compensation trade‑offs, so that your team can align faster and make a more transparent, impactful decision.

Built for decisions, not dashboards

Zi exists to support real executive decisions made by CEOs, boards, and CHROs under pressure. It combines talent intelligence, leadership signal interpretation, and advisor judgment into decision‑ready counsel.

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Based on over 30 years of in-depth experience, the Taylor Assessment identifies cultural contributors that lead to business strategy alignment and better outcomes with a scientifically proven methodology. This revolutionary tool is focused on the business environment, not on personality traits that may or may not impact work culture. It enables you to select executives who will positively impact your culture, boost productivity and engagement, reduce bias, and increase objectivity in hiring.