i. A Practitioner's GuideA Practitioner's Guide to the Two Registers of Executive Assessment.
KiTalent Practitioner Guides · MMXXVI , published by KiTalent Research, 2026.
Interviewing for Skills and for Identity is a working guide to the two kinds of evidence a senior hire turns on. Capability is what a person can do , it leaves traces: results, artifacts, verifiable episodes, observable performance. Identity is who the person is such that the doing happens , motivation, values, relation to authority, what a possible future means to them. The two require different evidence, collected by different methods, and the book's central claim, argued from the failure data, is that most executive hiring fails because it runs one process for a two-register problem.
Across twenty-five chapters and an appendix it builds the machinery for both. Part I states the claim and the evidence standard. Parts II and III construct the capability register , track-record forensics, hard-skill interviewing, and a working taxonomy of the executive soft skills, each with its probe architecture, red flags, and scorecard anchors. Part IV builds the identity method: decisional evidence, the meaning of the move, and what only references outside the room can see. Part V assembles both into a signed, challengeable recommendation and the calibration log that corrects it over time.
Every chapter closes with a working instrument and a section titled Where the rules run out: what the method cannot see, where the evidence is thin, what remains inference. Every evidence claim carries a grade, and an appendix maps the legitimate and illegitimate uses of AI in the workflow. One caveat the cover cannot carry: identity here is never demographic identity, never personality typing, never diagnosis , it names a candidate's recurring motivations and non-negotiables as they bear on one particular organizational world, and nothing else.
