Chris Hallberg and Michael Kracyla with military operators and civilian hires in front of an American flag

We place elite military veterans to solve your leadership issues.

See how Business Sergeant can solve your leadership issues.

+ get a free $2,500 call with Inc. Magazine's #9 leadership coach.

Chris Hallberg, ranked #9 on Inc.com's Top 50 Leadership and Management Experts

Ranked #9 on Inc.com's Top 50 Leadership & Management Experts.
Author, The Business Sergeant's Field Manual.
100+ leadership teams graduated through his programs.
20+ years coaching executives and scaling companies.
Army National Guard Staff Sergeant veteran.

Free Strategy Call

Stop wishing for great leaders.Start hiring them.

Get your leadership readiness score, a straight read on where your team stands, and the four areas that decide whether growth is survivable or not.

OrBook My Call Now

As seen in

The Problem

Your company doesn't need another consultant. It needs a commando.

Traditional recruiting gives you resumes. We give you operators who've already done the job.

Your team is underperforming. Turnover is bleeding you dry. You’ve paid for training that changed nothing.

What if your next hire actually delivered?
What if they actually stayed?
What if they already had the skills your expensive training was supposed to teach them?

That’s what veterans bring. Discipline. Leadership. Accountability. They don’t need hand-holding. They get it done. That’s the difference between hiring someone who says they can lead, and someone who has.

A military veteran leading a discussion at a conference table with a diverse team

What it measures

Twelve questions. Four places companies break.

Every question is written so that agreeing is the healthy answer, which means you never have to invert the scale halfway through. The order escalates on purpose. Question one is the gut check nobody talks their way out of.

People

Would you rehire your leadership team today? Not the people you like. The people you would choose again if every seat were empty tomorrow. Three of the twelve questions come at this from different angles, including what happens to that team if you double revenue in the next year.

Accountability

Do your leaders follow through without being chased? Does your team tell each other the truth when the conversation is uncomfortable? Accountability is not a personality trait. It is a standard somebody holds, and it collapses quietly when nobody does.

Owner Dependence

Could the business run for 30 days without you? That is the cleanest test of whether you built a company or bought yourself a job. The follow-up is sharper: do your leaders understand your intent well enough to decide without asking permission?

Execution & Resilience

Does the team accomplish what it commits to, and does the organization get sharper under pressure instead of louder? Plenty of companies look fine on a calm week. Pressure is the audit.

What you get back

A number, and the reason behind the number.

Most assessments hand you a score and leave. The score is the hook. The breakdown is the thing worth having.

A readiness score out of 50

Twelve questions, ten of them scored on a five point scale. The number is blunt on purpose.

The band you land in

Ready to Scale, Owner-Dependent, Leadership Gap, or At Risk. Each one comes with a straight read on what that actually means for the next twelve months.

A breakdown across the four areas

The single number tells you there is a problem. The breakdown tells you which one. A CEO scoring well overall and badly on Accountability has a specific, nameable problem.

What to fix first

Bring the score to a call and we will tell you honestly whether the answer is an operator in a seat, or something you can fix without hiring anyone.

Who it is for

Owners who suspect the problem is the leadership layer.

Take it if

Every decision routes back through you, and you are the bottleneck at the top of the bottle.
You are chasing commitments your leaders made and did not keep.
There is somebody on the team you know is wrong for the seat, and you have known it for months.
Growth is coming and you are quietly unsure the current team can carry it.

Skip it if

You are looking for a course, a workbook, or a motivational session. That is not what this is and not what we sell.
You want a score that flatters you. This one is built to be uncomfortable where it should be.
You have no intention of changing who sits in the seats. The diagnosis is only worth the price of acting on it.

Business Sergeant places elite military veterans into businesses to solve their leadership problems. Every candidate is personally vetted by Special Operations personnel. The quiz exists because most owners can feel that something in the leadership layer is broken without being able to name which part, and you cannot fix a problem you cannot name. Scoring the four areas separately is what turns a bad feeling into a specific seat.

Questions

Before you start.

About five minutes. Twelve questions, one screen each, no preparation and no homework. Ten are agree or disagree statements about your leadership team. The last two ask when you are looking to hire and roughly what your company turns over, so the debrief is useful rather than generic.

A leadership readiness score out of 50, the band it puts you in, and a breakdown across four areas: People, Accountability, Owner Dependence, and Execution and Resilience. The breakdown is the useful part. It names which area is the constraint instead of leaving you with one number and a feeling.

The score is free and you get it whether or not you ever talk to us. We ask for your details before the results because we follow up with the two or three things worth fixing first. If a veteran hire is not the answer for your company, we will say so on the call. We would rather tell you that than place someone who fails.

Owners and CEOs who suspect the constraint is the leadership layer rather than the plan. If every decision routes through you, if commitments need chasing, or if you would not enthusiastically rehire your own leadership team, this is built for you. If you are looking for a course or a motivational session, it is not.

Nothing you do not already know gets confirmed, and that is the point. A low score is not a verdict on you, it is a measurement of the team you have in the seats right now. The companies that turn around fastest are usually the ones that scored worst, because the gap is that big and the fix is that concrete.