Jombay’s Assessment solutions are used for a range of use cases, from HiPo Identification, Recruitment & Selection, Perception Gap Assessment to Career Progression & Cross Functional Readiness.



Jombay’s High Potential (HiPo) identification and development solutions are based on gauging 3 critical behavioral pillars (the Potential Identification Framework): Ability, Attitude, and Achievement.

These 3 pillars comprehensively measure aspects of an individual’s personality, behaviors, analytical and critical thinking, need for achievement in order to assess leadership readiness and growth potential.

Once a ‘high potential’ individual is identified, it is critical to prioritize areas of strength and improvement for targeted development and career acceleration.


Step 1: Mapping an organization’s needs and expectations to the 3 critical aspects of the Potential Identification Framework

Step 2: Establishing eligibility criteria for individuals to qualify for the HiPo process.  

Step 3: Administering an Assessment Center to gauge potential. Standard HiPo Anchors in the High Potential Identification Framework includes competencies such as, Growth Mindset, Building Collaborative Partnerships, Process and Change Advocacy, Customer Leadership, Analytical Decision Making, and Delivering Results

Step 4: Shortlisting talent basis their scores in the Assessment Center on different identified competencies

Step 5: Identifying strengths and areas of development at the individual as well as group levels

Step 6: Creating actionable individual development plans

Step 7: Developing the High Potentials on their areas of improvement through Jombay’s Learn-Practice-Teach methodology


  • De-risks the organization from potential talent shortfalls
  • Powers a scientific yet contextualized evaluation of leadership potential that becomes an internal standard
  • Allows organizations to be more inclusive, transparent and fair in talent decisions
  • Adds value to managerial feedback and evaluation by making it more actionable




Jombay’s recruitment and selection solutions help streamline and standardize an organization’s recruitment process. Aligning the hiring process to changing workforce demands requires objective, analytical insights. We anchor an organization’s competency expectations to our ‘Cardinal Framework’ and provide a multi-faceted view of the incoming talent.

Jombay’s ‘Cardinal Framework’ maps an organization’s competencies to 5 competency anchors ‘Business Competencies, Individual Growth Competencies, People Competencies, Operational Competencies and Customer Competencies’ (BIPOC). This provides for a holistic view of the organization’s talent requirement across different levels.


Step 1: Mapping the organization’s context or critical competencies on Jombay’s Cardinal Framework

Step 2: Rolling out assessments on the relevant competencies from the cardinal framework –  ‘BIPOC’ for existing talent

Step 3: Conducting extensive statistical regression analyses to identify factors contributing to high performance

Step 4: Conducting validation studies with existing top performers, managers, and key stakeholders

Step 5: Defining and identifying competencies that are critical to success in the concerned role or band level (role – competency mapping)

Step 6: Deploying an optimized hiring solution to assess candidates based on identified success competencies using a combination of behavioral, personality and cognitive tools


  • Acts as a de facto talent acquisition tool. Research studies have shown that Jombay methodology has up to 8.5x likelihood to predict job success as compared to a regular interview only based recruitment method
  • Identifying talent gaps through organizational and industry lens help pinpoint the right training needs
  • Allows an organization to cast a wider net in the hunt for talent
  • Reduces human biases and errors in the hiring process


Popular Toolkit used for Recruitment and Selection are:



Clarity, trust, and reliability across an organization’s communication channels is critical to success. A gap in ‘perception’ between stakeholders translates to expectation mismatches, leading to people and performance issues. Analyzing these perception gaps across various stakeholder groups enables an organization to pinpoint the issues and take corrective measures.

Jombay’s perception gap assessments are based on Scouller’s 3P model of Leadership – Public Leadership, Private Leadership, and Personal Leadership.

These assessments are conducted on a multi-rater 360-degree feedback platform, which is designed to elicit objective and relevant stakeholder feedback in a structured manner. The platform allows to anonymously capture perception and highlight perception gaps around key development areas.

Scouller’s 3P Model of leadership lays a foundation for structuring feedback at 3 levels. The first two levels – public and private leadership – are “outer” or “behavioral” levels. These are distinguished between the behaviors involved in influencing two or more people simultaneously (what is called “public leadership”) from the behaviors needed to select and influence individuals one to one (which is called “private leadership”).

The third level – personal leadership – is an “inner” level and concerns a person’s leadership presence, know-how, skills, beliefs, emotions and unconscious habits.


Step 1: Mapping the organization’s leadership needs to the Scouller Model of – Public, Private and Personal Leadership to contextualize the tool

Step 2: Aggregating stakeholder perception via structured feedback. Jombay’s innovative multi-rater feedback platform enables ‘parallel’ rating (rating multiple individuals simultaneously)

Step 3: Enabling self-awareness through perception gap analysis

Step 4: Identifying strengths and blind spots

Step 5: Creating Individual Development Plans

Step 6: Translating development plans into a personalized development journeys using Jombay’s experiential cardinal workshops and learn-practice teach methodology and on-the-job micro learning (iDev)


  • Identified perception gaps across teams and business units provide insights on an organization’s cultural landscape
  • Audits top-down and bottom-up communication channels
  • Identifies change agents who can disseminate change communication and drive change adoption throughout their teams and business units
  • A new-age, user friendly, convenient solution for capturing feedback at scale




A star performer may not become a star manager. Manager view, target achievement, or just ‘on-the-floor’ perception is not enough to assess promotion readiness. It’s critical to avoid biases in promotions and career progression decisions.

Jombay’s next-level readiness model  is based on the integration of 3 impact areas:

  • Potential
  • Performance
  • Perception

Potential is measured on the Jombay’s ‘Cardinal Framework’ by mapping an organization’s competencies and requirements to 5 competency anchors ‘Business Competencies’, ‘Individual Growth Competencies’, ‘People Competencies’, ‘Operational Competencies’ and ‘Customer Competencies’ (BIPOC).

A scientific, comprehensive behavioral assessment center is used to measure the potential in the organization’s context.

Performance scores are obtained from on-the-job performance ratings or internally available business data.

Perception is measured with the help of Jombay’s multi-rater feedback platform.

Promotional readiness gauges ability and potential for the next level. However, the organization has to develop this potential further via talent development initiatives. Jombay runs experiential development journeys on the Cardinal framework using a Learn, Practice, Teach methodology.


Step 1: Identifying next-level readiness criteria

Step 2: Establishing benchmarks and desirable proficiency levels

Step 3: Administering assessment center tools for gauging readiness potential. Popular competencies included in the readiness index are: Strategic Agility, Empowering Teams, Operations Management, Customer focus and Cultivating Learning Culture

Step 4: Conducting multi-rater feedback exercise for capturing perception

Step 5: Quantifying performance indicators

Step 6: Integrating potential, performance and perception insights to gauge next level readiness

Step 7: Designing and Implementing focused experiential development journeys  


  • Scientific and objective methodology to gauge promotional readiness, enables organizations to invest in the right talent
  • End-to-end readiness assessment and development solution
  • Allows organizations to be more inclusive, fair and transparent in making talent decisions.  


Popular Toolkit used for Career Progression & Cross-Functional Readiness solutions are: