Good teamwork in the boardroom is essential to a company's success. We evaluate the work of the board and the CEO and help you act on the results.
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“Great commitment to every assignment.”
An evaluation should lead to change, not become one more box to tick.
The Swedish Corporate Governance Code requires listed companies to evaluate the board and the CEO regularly, but the value only appears when the results turn into action. With Board Analyzer, a tool we have developed ourselves, we review the performance of the board and the CEO, and in a workshop the board moves from words to concrete actions. The goal is greater effectiveness, profitability and shareholder value.
What our clients have in common is that they see the value of a board and CEO who actively drive the company forward, and that half a day a year in a workshop is a good investment. We help listed companies that follow the Code, growth companies that want to know they have the right CEO and board members for the future, and companies that want to give the nomination committee solid input for decisions on the board's composition or the CEO's continued mandate.
From words to action. We do not stop at a report. The workshop is led by certified group developers and ends in an action plan the board has decided on itself.
Built for boards. Board Analyzer is developed by board professionals, for board professionals.
Your data. You own your data and follow your progress year by year in your own portal.
The right level. You choose the scope, from pulse checks and board evaluation to a complete package that includes the CEO evaluation.
How it works
Board Analyzer in three parts, from every board meeting to an action plan.
About seven short questions after every board meeting give a snapshot of the meeting and show the trend over time.
The chair gets a powerful tool, and board members room to reflect on their own contribution.
An annual evaluation of the board and the CEO focused on the long-term questions: does the CEO have the right skills, does the board follow its strategic plan, and does it contribute to renewal?
If you wish, each board member also gets individual feedback.
We go through the analysis with the chair and then lead a workshop with the whole board.
There you decide on concrete actions and an action plan for better collaboration and more effective board work.
Stardust is a competent and highly professional partner that we have engaged several times. Their team shows great interest in and commitment to the specifics of each assignment, and we have great confidence in them in our recruitment work.
Anna Bellander
Head of Communications, Fastighetsägarna
The entire recruitment process is well planned and carried out with a high level of professionalism, both toward us as a company and toward the candidates. I warmly recommend Stardust Search to anyone looking for a skilled and reliable recruitment partner.
Peter Ekholm
Country Manager, Superwood
We have used Stardust Search several times and are very satisfied. The collaboration is reassuring and easy, with solid support throughout the recruitment process. Despite an often tight schedule, we have had really good help finding the right candidate.
Rickard Bracken
Secretary General, Suicide Zero
We have engaged Stardust Search for three recruitments and are very satisfied. Their holistic view of both the client and the candidate experience, and the personal and professional way they handle the whole process, is something I truly appreciate.
Christina Lingdén
Head of Communications, Sobona
I used to be skeptical of personality tests, but today I would not hire a new doctor at Funmed without first having Stardust Search run tests and give feedback on them.
Nils Edelstam
Chief Medical Officer, Funmed AB
We were extremely pleased with Stardust Search in our CEO recruitment. We had a good dialogue during the process and were also very happy with the end result. With Stardust Search you can count on being listened to and getting quality all the way.
Hanna Brandström
Head of People & Culture, Castellum
Stardust Search took the time to get to know us as a company before they started, so that the match would be as accurate as possible – a more thorough process than any I had been part of before.
Farhad Jabbari
CEO, Qicraft
Stardust Search understands our needs and is always professional – toward candidates and toward us as we look for new talent. We are very happy with our collaboration with Stardust and warmly recommend them as a recruitment partner.
Mikael Brunnhagen
CEO, Motor Trend
Free discovery call
An informal video call where you can ask questions and hear how we can help your board move forward.
The questions we hear most often.
A board evaluation is a process in which an external consultant or an internal group evaluates the performance and functioning of the board. The purpose is to identify strengths and weaknesses within the board and develop recommendations for improvement. A board evaluation can also help shape a strategy for future work and make sure the board works effectively.
Stardust Search has developed a modern board evaluation tool, Board Analyzer, which starts with a survey to all board members. We analyze the answers and run a workshop with the board, led by certified group developers, to achieve concrete actions and improvements.
Board evaluation pays off because a well-functioning board is essential for a company or organization to reach its goals and strategies. By evaluating the board's performance you can identify shortcomings and act on them. It can also increase the board's self-awareness and improve its communication and collaboration.
A board evaluation can also increase transparency and trust in the board, which benefits relationships with investors, customers and other stakeholders.
A board evaluation can be done internally or externally. In an internal evaluation, the board takes responsibility for it itself, ideally with a structured process and relevant tools.
An external evaluation is carried out by an independent third party, such as Stardust Search. It can include interviews, questionnaires and observations, and ends with analysis and reporting of the results. With us it ends in a workshop where the board decides on concrete actions.
Either the board itself or an independent third party can carry out a board evaluation. Who should do it depends on the company's size, complexity and specific needs.
An external evaluator brings an objective view and experience, while internal evaluations can also be effective as long as they are carried out in a structured and objective way.
How often depends on the company's situation. In general, a formal evaluation should take place at least once a year, while less formal evaluations can be carried out throughout the year.