Executive Assessment · Leadership · HR Tech
Better decisions about leaders and HR technology
Independent advice for CEOs, boards and HR leaders on critical leadership appointments, leadership development and HR technology — from someone who has also run the business.
Jonas Haukaas Former Managing Director, Aon Human Capital Solutions Denmark
15+ years · Aon · cut-e · Cubiks
When clients typically call me
A critical leadership appointment
You want an independent read on the candidate before the decision is made — not another opinion from someone with a stake in the outcome.
A leader or team needs to step up
A new role, a new strategy or a growth phase demands leadership the organisation has not needed until now.
An HR technology decision
You are about to commit to a vendor and a multi-year implementation, and the business case has not been challenged by anyone independent.
Experienced capacity, for a defined period
A senior HR, HR-tech or commercial initiative needs someone who has done it before — without adding a permanent role.
01 · Leadership Decisions
Independent judgement on the people decisions that are expensive to get wrong
I assess and develop leaders. I do not recruit, and I have no commercial interest in which candidate is appointed.
Executive Assessment
Structured, independent assessment for critical hires, promotions, succession and second opinions. You get a clear view of strengths, risks and fit to the role and the context — and a recommendation that holds up in a board discussion.
Leadership Development
Individual development for leaders taking on a new role or broader responsibility. Grounded in assessment data and the leader's actual business situation, focused on the behaviour that changes results.
Leadership Teams
Work with newly formed teams, teams under growth or transformation, and teams that agree in the room but pull in different directions afterwards. Individual profiles combined with how the team actually decides and delivers.
Critical hires · Succession · Second opinion · Leadership risk · Fit to role and context
02 · HR Tech Advisory
An independent perspective before you commit to a vendor
I sell no licences, take no vendor commission and do not implement systems. I have spent 15+ years on the vendor side, which is precisely why I am useful on yours.
Needs & strategy
What does the organisation actually need, and what problem is being solved — established before the market is contacted.
Market & vendor landscape
Which solutions are genuinely relevant, how they differ in practice, and which three or four are worth your time.
Vendor selection
Requirements, structured demos, evaluation, reference checks, stakeholder alignment and a decision basis your board can follow.
Implementation & adoption
Governance and sponsorship after the contract is signed — the work that decides whether the system is used or merely paid for.
Assessment technology · Talent management · Learning · Performance · Recruitment technology · Workforce planning · AI in HR
03 · Senior Interim & Advisory
Experienced capacity for a defined period
I take on a small number of interim and advisory mandates each year, where an organisation needs an experienced operator rather than another analysis. Typically strategic HR initiatives, HR-tech transformation, vendor selection or programme leadership, commercial leadership, growth and transition.
Why Jonas
Most advisers know either the people side or the commercial side. I have sat on both — advising HR leaders on people and technology decisions, and running a business with responsibility for people, customers, technology and P&L. That is what clients pay for: judgement tested by having to live with the consequences.
I built cut-e's Danish business from the ground up, spent nine years as Managing Director of Aon Human Capital Solutions Denmark, and have served on the boards of two assessment and HR-tech businesses. I am a certified assessor in personality assessment, cognitive ability testing and 360-degree feedback. Haukaas Consulting is my own practice — you work with me, not a team assigned to your account.
Connect on LinkedIn →
Have an important leadership or HR-tech decision ahead?
Tell me briefly about the situation. I am happy to share an initial perspective on how it could be approached — and to say so if I am not the right person for it.
Contact Jonas