AS Talent
Consulting
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My mission

I help professionals and organisations make well-informed decisions about careers, hiring and people development through structured, evidence-based assessment — without wasting time, money or resources.

You can earn more money. You cannot get your time back.

a.shestovina@gmail.com WhatsApp LinkedIn Instagram Telegram
Anna Shestovina

Anna Shestovina

What I can help with

What I can help with

I work with professionals, managers, HR specialists and teams who want to base career and people decisions on structured assessment, rather than intuition or general impressions alone.

01 “I am looking for a new role or planning a career change” For job seekers 02 “I hire and assess people” For organisations, managers and HR professionals 03 I lead a company or a team For business owners and senior managers

01 / For job seekers

“I am looking for a new role or planning a career change”

01

Career consultation and interview preparation

Clients often come to me saying:

“I send out my CV, but I hardly ever get invited to an interview.”
“I go to interviews, get rejected and still don’t understand what I’m doing wrong.”
“I don’t know how to discuss salary and I’m afraid to ask for more.”
“I find it hard to talk about myself confidently and to interview in either Russian or English.”

During a consultation, we focus on your specific situation. Depending on your goals, our work may include:

  • reviewing your CV and LinkedIn profile;
  • preparing for interviews in Russian or English;
  • practising your introduction and responses to difficult questions;
  • running a mock interview with professional feedback;
  • preparing for salary negotiations and discussing offer terms;
  • exploring possible reasons for rejections and defining your next steps.
How it works

A 60-minute online consultation. Before we meet, you describe your situation and, where relevant, send your CV, the job description or other materials for me to review in advance.

After the session, you will receive professional feedback, practical recommendations and a clear action plan.

If your topic requires deeper work, you can book a discounted package of two or more consultations.

02

Individual competency assessment

Clients often come to me saying:

“I don’t know what my next career step should be or which skills I need to build.”
“I feel I’m missing certain competencies, but I can’t work out which ones.”
“I know I’m capable of more, but I keep doubting myself.”
“I want to change careers, roles or industries, but I don’t know whether I’m ready or whether it’s the right move.”

An individual assessment gives you a clearer view of your strengths, development areas and readiness for the next career step. It is designed around a specific goal: growing in your current role, moving into management, changing career direction or choosing the right training.

How it works

The assessment has three stages:

  1. Initial meeting and clarification of your goals — 30 minutesWe discuss your current situation, career goals, concerns and the outcome you are looking for. Based on this information, I create a tailored assessment plan.
  2. Individual assessment — 1.5–2 hoursDepending on your goals, the assessment may include a structured interview, professional questionnaires, ability tests and practical exercises based on real workplace situations.
  3. Feedback and an individual development planWe review the findings in detail and identify your strengths, development areas and potential constraints. You receive a tailored development plan with specific recommendations and next steps.

02 / For organisations, managers and HR professionals

“I hire and assess people”

03

Developing interviewing and assessment skills

Clients often come to me saying:

“During interviews, I rely on instinct and my overall impression of the candidate.”
“I don’t know which questions will reveal a candidate’s actual experience and competencies.”
“I need to assess whether an employee is ready for promotion, but I don’t know which criteria to use.”

This format is designed for managers, HR professionals and recruiters who want to make interviews and assessments more structured, consistent and evidence-based.

During the consultation, we can:

  • review your current interviewing and assessment process;
  • define assessment criteria for a specific role;
  • develop competencies and behavioural indicators;
  • create questions for a structured interview;
  • work through a difficult candidate or employee assessment case;
  • select suitable assessment methods;
  • build a decision-making framework for interview outcomes.
How it works

A 60-minute online consultation. We work with your real challenge, vacancy, process or specific situation.

After the session, you receive practical recommendations and tools you can use in your work: assessment criteria, interview questions, behavioural indicators or a decision-making framework.

For more in-depth work on your interviewing and assessment system, you can book a discounted package of two or more consultations.

04

Independent candidate or employee assessment

Clients often come to me saying:

“I have two strong finalists and can’t decide between them.”
“The candidate interviews well, but I’m not sure they will manage the actual work.”
“The hiring team is divided, and we need an independent assessment.”
“We are considering an employee for promotion and want to assess their readiness for the new role.”

An independent assessment provides additional insight into a candidate’s or employee’s competencies, strengths and potential risk areas.

It can be useful when:

  • choosing between several finalists;
  • hiring for a key or leadership role;
  • assessing an employee’s readiness for promotion;
  • moving an employee into a new role;
  • building a talent pool or planning succession;
  • internal stakeholders are struggling to reach a shared view.
How it works

The assessment has three stages:

  1. Initial meeting and definition of assessment criteriaWe discuss the role’s responsibilities, the working context, expectations of the candidate or employee, and the key competencies required for success.
  2. Individual assessment — 1.5–2 hoursDepending on the brief, the assessment may include a structured interview, professional questionnaires, ability tests and practical exercises based on workplace situations.
  3. Feedback and recommendationsYou receive a structured assessment report covering:
  • an assessment of the candidate or employee against the agreed criteria;
  • their strengths and potential risk areas;
  • specific examples and observations supporting the conclusions;
  • their readiness to meet the demands of the role;
  • recommendations for development, onboarding or further assessment of specific competencies.

An independent assessment provides additional evidence to support an employment decision, but it does not replace the hiring manager’s professional judgement and should not be the sole basis for hiring, promotion or dismissal.

The scope, timeline and fee are agreed individually, taking into account the number of participants, the complexity of the role and the assessment methods used.

03 / For business owners and senior managers

I lead a company or a team

05

Team diagnostics

Clients often come to me saying:

“I don’t understand why one team performs well and another does not, even though they have the same conditions and objectives.”
“The same difficulties and conflicts keep coming up in the team.”
“I want to improve the team’s effectiveness, but I can’t see what is holding it back.”

A team diagnostic helps you understand how people work together, how team roles are distributed, and where the team’s strengths and possible risk areas lie.

It can be useful if you want to:

  • understand the causes of recurring difficulties and conflicts;
  • improve collaboration within the team;
  • allocate roles and tasks more effectively;
  • prepare the team for change;
  • identify team roles that are missing or overrepresented;
  • understand which interaction patterns may be reducing overall effectiveness.
How it works

The team diagnostic process has three stages:

  1. Initial meeting and clarification of your goals — 30 minutesWe discuss the team’s composition, working context, current challenges and the outcome you are looking for.
  2. Team diagnostics — up to 4 hoursThe content, format and duration are tailored to the size of the team and the task at hand.
  3. Feedback and recommendationsYou receive an overview of the team’s strengths, potential risk areas and interaction patterns, along with practical recommendations for allocating roles, improving collaboration and increasing team effectiveness.

Service prices

Prices

Career consultation

€50
Two-session package €90

Individual competency assessment

from €150

Developing interviewing and assessment skills

€100
Two-session package €190

Independent candidate or employee assessment

from €200

Team diagnostics

from €900

Prices do not include the cost of licensed tests or assessment reports. Prices for corporate projects depend on the number of participants, the tools used and the level of detail required in the written feedback.

Let’s discuss your needs

04 / My experience and expertise

My experience and expertise

My expertise sits at the intersection of business and organisational psychology. For more than 12 years, I have worked in recruitment, assessment and people development across local and international companies.

My industry experience spans grocery and non-food retail, e-commerce, fintech, edtech and manufacturing.

Over the course of my corporate and consulting work, I have:

5,000+conducted more than 5,000 HR interviews in Russian and English;
20 / 10designed and delivered more than 20 individual and 10 group assessments for specific career and business needs;
4led 4 team diagnostics projects using the Belbin Team Roles model;
15+designed and delivered more than 15 training programmes — from onboarding and job-specific learning to leadership and communication skills;
10+created more than 10 individual development plans;
20+delivered more than 20 career consultations, including work on CVs and LinkedIn profiles;
10+delivered more than 10 mentoring sessions for HR professionals and recruiters.

05

Education and professional qualifications

Master’s degree in Organisational Psychology, P.G. Demidov Yaroslavl State University.

Certified to use Korn Ferry Talent Q assessment tools.

I have hands-on experience in administering assessments and interpreting results using the following tools:

  • 01occupational and personality questionnaires: Korn Ferry Talent Q Dimensions, SHL Occupational Personality Questionnaire (OPQ), MBTI and 16PF;
  • 02ability tests: SHL Verify Interactive — Numerical Reasoning and Verify — Verbal Ability, as well as Korn Ferry Talent Q Elements Numerical and Elements Verbal;
  • 03team role diagnostics: Belbin Self-Perception Inventory.

I select assessment methods and tools based on the goal, professional context and client’s needs. I do not interpret test results in isolation: I consider them alongside interviews, practical exercises and other sources of evidence.

I have also completed professional training in sourcing, compensation and benefits, Total Rewards and HR administration.

06 / My mission

I help professionals and organisations make well-informed decisions about careers, hiring and people development through structured, evidence-based assessment — without wasting time, money or resources.

You can earn more money. You cannot get your time back.

07 / Would we be a good fit?

Would we be a good fit?

Professional assessment does not produce ready-made answers, and it only works when the client is actively involved. My role is to provide objective feedback, structure and tools to support your decisions. Your role is to engage with the findings and put the recommendations into practice.

We are likely to work well together if you are ready to:

  • openly discuss your situation, goals and concerns;
  • accept feedback that is not only reassuring but also helps you grow;
  • carry out the agreed actions independently;
  • take responsibility for career or management decisions;
  • treat assessment as a source of evidence, not a final verdict.

Working with me may not be right for you if you expect me to:

  • write your CV for you or fully complete your LinkedIn profile;
  • search for vacancies and submit your CV to employers;
  • tell you which profession, role or career path to choose;
  • make a hiring, promotion or dismissal decision on a manager’s behalf;
  • come in and somehow make employees “stop being lazy and start working properly”;
  • offer a universal solution that delivers results without your involvement.

What I can do

I can conduct a professional assessment, help you see strengths and risk areas, identify possible causes of the problem and suggest practical next steps. Final decisions — and responsibility for carrying them out — always remain with the client.

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