Hogan Assessments Acquires Convogo to Advance Talent Insights with AI

Leading talent assessment company combines personality science and AI-powered technology to improve how coaches, consultants, and talent professionals synthesize complex information

Hogan Assessments, the global leader in personality assessment and talent insights, today announced the acquisition of Convogo, an AI-powered platform designed to help talent professionals merge Hogan assessment data with other relevant talent information through a more efficient, informed, and personalized workflow.

The acquisition represents an important step in Hogan's strategy to expand its technological capabilities and responsibly incorporate AI into the delivery of talent insights. By bringing together Hogan’s expertise in personality science and Convogo’s practitioner-informed technology, Hogan aims to give talent professionals a stronger starting point for their work while preserving their judgment and control over the final interpretation.

Convogo enables coaches, consultants, and talent professionals to consolidate information from multiple sources through a guided workflow. The platform helps organize and combine Hogan assessment results alongside other relevant inputs, producing an initial interpretation that users can review, refine, and apply using their Hogan training and professional judgment.

"Hogan has spent decades helping organizations understand the people behind performance," said Allison Howell, CEO of Hogan Assessments. "As AI continues to transform the workplace, we believe it can help talent professionals work more efficiently without compromising the scientific rigor or human expertise our clients expect. This acquisition creates an exciting opportunity to enhance how they use Hogan insights to support meaningful talent decisions.”

“From the beginning, our goal was to build something that could meaningfully support the professionals responsible for making complex talent decisions and helping leaders grow,” said Matt Cooper, co-founder of Convogo. “Hogan has the reach, credibility, and long-term vision to carry that work forward. We’re excited to see Convogo enter its next chapter as part of an organization with such a deep commitment to the people and organizations it serves.”

The acquisition reflects Hogan’s continued investment in the future of personality assessment and talent development. As Hogan advances the technology, the company will remain focused on responsible AI use, professional judgment, and the scientific rigor that has defined its approach for nearly four decades.

About Hogan Assessments   

The international leader in personality insights, Hogan Assessments produces valid, reliable personality assessments grounded in decades of research. More than 75% of the Fortune 500 use Hogan’s talent acquisition and development solutions to support more objective hiring decisions, boost productivity, reduce turnover, and promote diversity and inclusion. For more information, visit hoganassessments.com.       

About Convogo

Convogo is an AI-powered platform that streamlines the time-consuming work of analyzing interviews, surveys, and other feedback data. Designed for coaches, consultants, and talent professionals, Convogo helps users synthesize complex information more efficiently so they can focus on applying their expertise, supporting their clients, and growing their practices.

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Hogan Distributor Career Connections Announces Strategic Joint Venture with Adili Group

Hogan is excited to announce a significant milestone for Career Connections, an authorized distributor in East Africa, through a newly established strategic joint venture with Adili Group to continue building and strengthening one of Africa’s largest integrated advisory and professional services firms. With more than 150 years of combined experience, the joint venture aims to accelerate growth and expand solution delivery to more organizations, leaders, and teams, guided by a vision to extend transformational impact regionally and globally.

Adili Group is a leading pan-African corporate advisory firm with a presence in Kenya, Rwanda, Tanzania, and Uganda, leveraging its regional footprint to serve clients seamlessly across borders and helping them navigate complexity. It is also an affiliate of ALN Kenya | Anjarwalla & Khanna, East Africa’s largest full-service law firm.

Career Connections, an experienced people consulting firm in East Africa, complements this by supporting organizations in unlocking their people’s competitive advantage, enhancing effectiveness, and maximizing the return on talent. It has served as a trusted advisor since 1997.

This joint venture is built on trusted relationships, shared capabilities, and continuity, while expanding the range of services they offer together. For clients, this means seamless, integrated solutions delivered without compromise on quality. Adili Group will continue to offer its leading corporate, risk, cyber, outsourcing, crisis and PR, and strategy advisory services, alongside fiduciary support. In parallel, Career Connections will continue to deliver its expert people solutions, including executive search and board services, leadership development, coaching solutions, talent advisory, and assessments. For their people, this strategic partnership creates broader opportunities across markets, disciplines, and career paths, supported by greater resources, a shared culture, and a unified vision for growth.

Career Connections will continue to operate under the leadership of Managing Director Zia Manji and Founder Madeleine Dunford. The firm’s senior management team remains fully in place, ensuring continuity in strategic direction, purpose, and trusted relationships.

Together, the two organizations operate as one integrated professional services firm, upholding the same values and quality, now with a broader reach. This joint venture unites their shared vision to shape Africa’s future and drive transformative impact as trusted, integrated advisors to the continent’s leading organizations.

“After 20 years of growing the East African market together with Career Connections, Hogan is happy to think of going beyond the current territories and sharing the science of personality more broadly now in the region,” said Maya Krzyzanowska, regional director of the MENA and UK regions at Hogan Assessments.

“This joint venture stands firmly on a foundation of shared values and complementary strengths,” said Zia Manji, managing director at Career Connections. “Over my years leading Career Connections’ consulting practices, I have seen organizations confront challenges that demand integrated solutions across corporate advisory and people strategy. In Adili Group, we have found partners who share our commitment to integrity, professionalism, and quality client service. This is a blend of global standards with deep local insights, a strong reputation built through resilience, and long-lasting legacy work that drives transformational impact. Together with ALN Kenya, Adili Group’s affiliate firm, this creates a uniquely integrated platform across Africa, combining legal, tax, advisory, and human capital expertise, enabling us to support clients not just in solving discrete challenges, but in delivering coordinated, end-to-end solutions across markets. Importantly, what remain unchanged are the trusted relationships, people, quality, and responsiveness that define Career Connections.”

Madeleine Dunford, founder at Career Connections, said, “Over 29 years, the people and culture agenda have evolved to become central to organizational strategy. The leaders who head up these functions are critical members of their senior leadership teams. As a result, clients are increasingly investing in integrated talent solutions aligned with their business strategies. This joint venture with Adili Group responds to that evolution. We are combining Career Connections' expertise in identifying and developing the best talent for its clients with Adili Group's corporate advisory and governance capabilities and, through its affiliate firm ALN Kenya, legal advisory services across the continent. This creates what the regional market needs: a pan-African firm that delivers people and business solutions as interconnected drivers of organizational success. This is the professional services model Africa deserves”

As a Hogan authorized distributor in East Africa, Career Connections remains committed to helping organizations strengthen leadership and organizational effectiveness. Through its joint venture with Adili Group, the firm is further enhancing its ability to support clients across Africa through expanded capabilities and a growing regional footprint.

Read more here: https://www.careerconnectionsltd.com/

Hogan Is Heading to the IPAC 2026 Conference

Hogan Assessments will be at the IPAC: International Personnel Assessment Council conference in Charleston, SC, July 12–15.

Please visit us at Table 2 throughout the event!

We're excited to chat with HR assessment professionals.

Learn more here: https://www.ipacweb.org/2026Conference

Hogan Is Heading to the NYU Coaching and Technology Summit

Will you be at the NYU Coaching and Technology Summit in New York on June 15 and 16? We will! Please visit our exhibit table.

This year's conference will focus on coaching at organizational scale.

That topic speaks to one of the core beliefs we hold at Hogan Assessments:

Leadership development built on data-driven talent insights brings about success for leaders, teams, and organizations.

Learn more here: https://www.sps.nyu.edu/about/events/human-capital-management-department-events/coaching-and-technology-summit.html

We'll see you soon in New York City!

What Employees Want from Leaders (and What Organizations Reward Instead)

Our new global research reveals a striking disconnect between the characteristics executives display and the qualities employees say define effective leadership. In fact, there is zero overlap between the top five competencies leaders demonstrate and the top five characteristics employees say they want from leaders.

In our new report, The Leadership Divide: Global Insights on Who Leads vs. Who Should, we compare personality assessment data from more than 21,000 executives in Hogan’s global database with survey responses from 9,794 full-time employees across 25 markets. What we found is clear: the characteristics organizations often reward in leaders do not align with what employees value most.

What Organizations Reward vs. What Employees Want

Globally, executives are more likely to stand out for inspiring others, competing with peers, presenting ideas publicly, taking initiative, and driving innovation. Employees, by contrast, prioritize an entirely different set of qualities: communication, integrity, accountability, sound decision-making, and the ability to lead effectively.

For years, organizations have often rewarded visibility, confidence, and ambition in leaders. But employees are telling us they want something more fundamental: leaders they can trust, leaders who communicate clearly, and leaders who create the conditions for teams to succeed.

What Employees Value Most

Across markets, employee responses showed strong alignment around the foundations of effective leadership. Nearly 97% of respondents worldwide identified core leadership qualities such as communication, integrity, accountability, and sound decision-making as essential for leadership success.

The findings also point to a clear set of behaviors employees believe weaken leadership effectiveness. Across markets, 72% of respondents said emotional volatility and unpredictability have a negative impact. Passive aggression, arrogance and entitlement, and extreme caution were also widely identified as behaviors that erode trust, increase disengagement, and weaken team performance.

Confidence is one of the clearest examples of this disconnect. Executives often stand out for assertiveness and self-assurance, yet 59% of employees globally said arrogance and entitlement undermine leadership effectiveness. The confidence that can help leaders advance may, when overused or left unchecked, be experienced by teams as arrogance, weakening trust and contributing to disengagement.

Our research also shows that employees want leaders who actively foster strong relationships at work. Globally, 48% of respondents said leaders should prioritize networking, teamwork, and belonging—all of which are priorities that tend to rank lower among executives.

What This Means for Leaders and Organizations

The findings suggest that many organizations may still be rewarding people who seem leaderlike (i.e., emergent leaders) over  those who can build and maintain high-performing teams (i.e., effective leaders). Too often, the behaviors that help individuals gain visibility and get promoted are not the same behaviors that build trust, strengthen teams, or support sustained performance once in the role.

Organizations may need to look beyond visibility or charisma when identifying leadership potential and place a greater emphasis on behaviors that build trust, including clear communication, accountability, sound decision-making, and relationship building. That shift should be reflected in how leaders are selected and developed, with greater emphasis on coaching, feedback, and performance systems that reward accountability, transparency, and follow-through. 

Leadership pipelines are strongest when organizations align how they identify and develop leaders with what employees actually value. These findings show that trust, accountability, and sound judgment are not secondary qualities. They are central to team effectiveness and long-term performance.

Download the Report

In the full report, The Leadership Divide: Global Insights on Who Leads vs. Who Should, we explore these findings in greater detail and offer guidance for organizations looking to strengthen leadership development.