For product managers and product leaders

Know what your product experience actually demonstrates.

Choose your scope

Assess yourself, or assess your team

Both run the same adaptive interview against the same evidence standard. The team view adds a shared picture across everyone who completes one.

For you

Full Assessment

About 2 hours, and you can stop anytime

All 16 dimensions in a single adaptive interview. Produces a full participant report, a scorecard, and a personalized development plan. Save and pick it back up whenever you want.

Start my assessment

For your team

Team Assessment

Invite up to 8 people, no credit card

Everyone you invite keeps their own report. You get a team competency heatmap, the gaps you share, who is ready for the next level, and one-on-one agendas built from the same evidence.

Assess my team

What you get

A preview of your report

An illustrative example, not a real participant. Every panel below is the same component your own report renders: competency profile, demonstrated scope, readiness, confidence, evidence quality, and development priorities.

Competency profile

Readiness assessment

Next Level ReadinessDeveloping

Not ReadyStrongly Ready

Highest Scope DemonstratedDirector Scope

Specialist ScopeBroad Org Scope

Overall ConfidenceMedium

LowHigh

Evidence and confidence

Product Strategy8/10

Articulated a clear point of view on sequencing and why alternatives were rejected.

Prioritization & Judgment8/10

The enterprise-versus-self-serve tradeoff was specific, defensible, and revisited when challenged.

Stakeholder Management & Influence4/10

Examples of managing a difficult customer conversation were concrete and specific.

Peer- and leadership-level influence examples were vague when pressed for specifics.

Development priorities

Development Actions

Seek out one initiative that requires aligning a peer team without formal authority, and track the specific tactics that work.
Practice narrating decisions in terms of the tradeoff considered and rejected, not just the one chosen.

Suggested Next Experiences

Own a cross-team or cross-functional initiative end to end, even a small one.

Career decisions

Built for the questions people actually bring to a career assessment

The assessment starts with realistic product judgment prompts, then tests for evidence, context, scale, and results before turning the conversation into a readable report.

What level am I really operating at?
Current fit, highest demonstrated scope, and next-level readiness are separated so the result is easier to trust.
What evidence should I use in interviews?
The report pulls out concrete examples, not generic traits, so prep starts from work you can actually discuss.
Where am I strong, and where am I thin?
Scores, confidence, evidence notes, and limitations sit together instead of hiding uncertainty.
Am I ready for promotion?
Readiness is framed around demonstrated judgment, scope, and impact, not tenure or title alone.
What should I work on next?
Development priorities translate the assessment into focused actions you can carry into coaching or planning.

Before you start

How long does it take?: About 2 hours, across as many sittings as you like. Your progress saves after every answer, so it moves at your pace, one question at a time.
Who receives the report?: You always receive your own developmental report. If an organization sponsored your assessment, they receive a separate report written for their decision. You are told which applies before the interview begins.
Does this replace human judgment?: No. The report is built to inform a hiring, promotion, or development conversation, not to make the decision on its own.