Senior Management Due Diligence
A rated, evidence-graded report on a leader across twelve dimensions, which a board can rely on and defend, in 10 to 15 working days.
Twelve dimensions, three lenses and a rated, evidence-graded report on a leader in 10 to 15 working days.
Every senior appointment is a bet on one person's judgement and integrity. Reference calls arranged by the candidate and a database check confirm what the candidate wants confirmed. Senior Management Due Diligence tests the record independently.
BDI's framework covers twelve dimensions in three lenses. Record and Integrity looks at professional background, reputation, performance history and external relationships. Leadership Capability looks at leadership style, financial acumen, industry knowledge and strategic vision. Governance and Fit looks at risk management, stakeholder relationships, succession planning and cultural fit.
Each dimension is rated and each rating is graded by the strength of its evidence. An opinion becomes a finding only when a second source confirms it, hearsay is labelled as hearsay, and material findings are reviewed by a Senior Advisor before the report is signed off.
Before appointing or promoting a CXO, a functional head or a board member, or when a leader's conduct is questioned.
Signs we see most often
- 01You are about to appoint or promote a CXO, a functional head or a board member.
- 02An investor is backing a promoter or management team it has not worked with.
- 03A leader's conduct, interests or past exits have been questioned.
- 04References were arranged by the candidate and nobody has tested them.
- 05The role carries regulatory fit-and-proper expectations.
Scoped in writing, run by one accountable team.
Every engagement starts with agreed questions, a reporting line and a confidentiality protocol. The steps below are how this service usually runs; we adapt them to your matter.
- 01ScopeAgree the role, the decision and the dimensions that matter most.
- 02VerifyConfirm identity, education, roles, directorships and claimed achievements at source.
- 03SearchReview litigation, regulatory, media and corporate records in each jurisdiction the leader has worked in.
- 04ReferHold discreet conversations with former colleagues, reports, partners and counterparties.
- 05ChallengeA Senior Advisor reviews the material findings and the proposed ratings.
- 06ReportDeliver ratings for all twelve dimensions, an overall rating and the questions to resolve.
A rated, evidence-graded leadership report that a board can rely on and defend.
- An overall risk rating on page one
- A rating for each of the twelve dimensions
- Evidence graded for source reliability and credibility
- Red flags and the questions to put before deciding
- A short brief for the board or the nomination committee
The law and frameworks this work is aligned to
- DPDP Act, 2023 for consent and lawful processing of personal data
- Companies Act, 2013 s.164 on the disqualification of directors
- Fit-and-proper expectations of RBI, SEBI and IRDAI for regulated entities, where they apply
- Aligned to ISO 37001 due diligence on personnel
References show the standard the work is built to. They do not imply accreditation or endorsement by the bodies that publish them.
This is a summary of the service. For a deeper understanding of how it would work for your organisation, please reach out to us.
Talk to a BDI partnerQuestions clients ask before we start.
Does the candidate need to consent?
Where the review involves personal data that the law protects, yes. In most appointments the candidate consents as part of the process. Public-record research and discreet referencing are designed to stay lawful and proportionate.
How do you speak to former colleagues without breaching confidentiality?
Enquiries are discreet and the commissioning client is never named to a source. We do not use pretexting, and we do not obtain private bank, phone or e-mail records.
Can you review a sitting leader, not only a candidate?
Yes. The same framework applies when a sitting leader's conduct is questioned or before a promotion, with the reporting line agreed with the board.