No. The Halligan is a practice and scoring engine — not a curriculum. It trains you to perform frameworks under observation, the way an assessor scores them, at the rank you're testing for. The Promotional Standard teaches what The Halligan tests.

What if I've never done an assessment center before?

Coaching Mode shows you the bucket identification, the primary framework, and the response structure before you ever type a word. Foundation-level scenarios build skill before adding complexity. Most candidates with zero assessment center experience are scoring 3/5 within their first five reps.

What if I'm testing in 3 weeks?

Run the 90-day practice window. Most candidates need 60–90 reps to close the gap between knowing the frameworks and delivering them under pressure. Start with a free scored rep first — then upgrade to Premium or Elite when you're ready to go all in.

The Board is a live three-assessor oral board, included with Elite. Three AI assessors — a Battalion Chief, a Deputy Chief, and a Fire Chief — each ask a question, listen to your answer, and follow up on what you actually said. You answer out loud (or typed, if you prefer). When the panel closes, you get a written report: overall rank, scores by dimension, and the one behavior to fix before your next sitting. Elite includes up to 3 board sittings per day.

What if it doesn't work for me?

30-day money-back guarantee, no questions asked. Email thehalligansupport@gmail.com within 30 days of purchase. The scoring is assessor-style and behavioral across 8 dimensions. If you put in the reps, the feedback is specific and actionable.

THE HALLIGAN

BY THE PROMOTIONAL STANDARD

AI Assessment Center · Fire & EMS Promotional Prep

Run a mock assessment center rep.

Q: How is this different from ChatGPT?

Assessor-style behavioral scoring, modeled on the dimensions most fire service processes evaluate. Every department's process differs — the behaviors that earn points don't. 25 years in the fire service. 10 years scoring candidates as an assessment center assessor. Every response is scored against 8 behavioral dimensions, calibrated to your target rank, and constrained to fire and EMS leadership frameworks.

Scored on 8 behavioral dimensions by an assessor-built engine. One thing to fix, every time.

Lieutenant · Captain · Battalion Chief · Asst / Deputy Chief · Fire Chief / Executive · EMS Officer · EMS Managing Officer

Run a free scored rep →See pricing

One scored rep. No credit card. See the report before you spend a dollar.

THE HALLIGANBY THE PROMOTIONAL STANDARD

REP 4 · COMPLETE

HALLIGAN SESSION SCORE

ABOVE STANDARD

4.2/5

APPROACHING MASTERY

LIEUTENANT · ORAL BOARD · PERSONNEL ISSUES

CLEAR DIMENSION BREAKDOWN

CCOMMEND

LLIMITATIONS

EEXAMPLES

AACTION

RRANK

RADAR BREAKDOWN

A real CLEAR report · 8 dimensions · one action

Named after Hugh Halligan · First Deputy Chief · FDNY · 1948

Every door has a weakness.Find yours before the board does.

You've studied the frameworks. You know the answers. That's not why candidates fail.

They fail because knowing it and delivering it — on command, under pressure, while someone writes down every word — are two completely different skills. One you've trained for years. The other you've never practiced once.

The Halligan is that practice. Real scenarios at your rank. Assessor-style behavioral scoring on 8 dimensions, with CLEAR feedback every rep — before the panel ever sees your name.

The tool that opens every door · Built for the officer who plans to promote

HOW IT WORKS

Scenario → Score → Gap → Prescription → Repeat

One loop. Every rep. No encouragement — a diagnosis.

Scenario

Realistic scenario at your rank, in the exercise type you're facing.

Score

Scored on 8 behavioral dimensions the way assessors score them.

Gap

The one observable behavior that cost you the most points.

Prescription

One specific fix to apply in your next rep.

Repeat

Next scenario targets the same gap until the trend moves.

WHAT YOU GET EVERY REP

Below Standard · Developing · Standard · Above Standard · Exceeds

THE HALLIGANBY THE PROMOTIONAL STANDARD

REP 4 · COACHING MODE

SCENARIO

ORAL BOARD

You are a Lieutenant on Engine 7. Two of your firefighters have an ongoing personal conflict that boiled over on scene yesterday in front of the homeowner. One has come to you privately to complain about the other. How do you handle it?

Before you respond — run L-E-A-D. What bucket? What response framework? What diagnostic? What closing principle? Ten seconds. Then respond.

IBRSTAR-PCALM FRAMEWORK

WHAT ASSESSORS ARE SCORING

Candidate's ability to address interpersonal conflict at the company level while maintaining crew cohesion, public professionalism, and trust with both parties.

STRUCTURE · STAR-P

S — Situation

15%

T — Task

10%

A — Action

50%

R — Result

15%

P — Principle

10%

Your scenario.

Fresh every rep. Calibrated to your rank, your exercise type, and the buckets you need most.

THE HALLIGANBY THE PROMOTIONAL STANDARD

REP 4 · COMPLETE

HALLIGAN SESSION SCORE

ABOVE STANDARD

4.2/5

APPROACHING MASTERY

LIEUTENANT · ORAL BOARD · PERSONNEL ISSUES

CLEAR DIMENSION BREAKDOWN

CCOMMEND

LLIMITATIONS

EEXAMPLES

AACTION

RRANK

RADAR BREAKDOWN

Your score.

Scored on 8 behavioral dimensions · CLEAR feedback. Assessor-style behavioral scoring — before it counts.

THE HALLIGANBY THE PROMOTIONAL STANDARD

REP 4 · COMPLETE

TAKE THIS WITH YOU

MY GAP

You gathered information but didn't name the conduct. At Lieutenant rank, CALM gets you the information — SBI is how you take a position on what you heard. Assessors want to see both. You stopped at the listening step.

MY PRESCRIPTION

Two-step this scenario. First use CALM to understand both sides separately — that's your diagnostic. Then use SBI to address the on-scene conduct specifically: name the Situation, identify the Behavior, state the Impact on the crew and the public. That's where your position lives — not in who started it, but in what conduct is acceptable on your company.

ACTION · YOUR NEXT REP

YOUR SPECIFIC PRACTICE

In your next personnel scenario, separate the dispute from the conduct. Use SBI to address what happened on scene: "Yesterday in front of the homeowner — that argument — was unacceptable. Here's why and here's my expectation going forward." Then use IBR to work the underlying conflict. Close with Ownership.

PERFORMANCE TREND

R1R3R5R7R8

NEXT SESSION FOCUS

Your Examples dimension has averaged 1.8/5 over your last 4 reps. In your next rep — read the E block. That's SBI written out at Lieutenant rank, sentence by sentence. That's what you're building toward.

Your prescription.

One gap. One specific thing to fix before your next rep. Not a list. A diagnosis.

The hardest door you'll ever force has no smoke showing.

You've forced a thousand doors. This is the one that matters.

What Makes This Different

One standard. Every rep.

Scored like the real thing

Scored on 8 behavioral dimensions · CLEAR feedback. Assessor-style behavioral scoring. 25 years in the fire service. 10 years scoring candidates as an assessment center assessor. Not encouragement — a diagnosis. Your score tells you exactly where you stand before the panel does.

Built for your rank

Lieutenant. Captain. Battalion Chief. EMS Officer. Every scenario calibrated to the rank you are testing for, the exercise type you are facing, and the question bucket you need most.

One thing to fix. Every time.

The Action card names one specific behavior to change in your next rep. Not a list. Not general feedback. One thing. Concrete. Behavioral. Immediate.

Take a Free Scored Rep

Elite · The Board

How the Board works

01 — Enter the room

Three assessors, one candidate's chair. Battalion Chief Kowalczyk chairs; Chiefs Ellery and Solis take the second and third questions. Voice or typed — your choice.

02 — Answer out loud

Each assessor asks, listens, and follows up on what you actually said. No script. The clock runs like it does on board day.

03 — Panel report

The panel deliberates and hands you a written report: overall rank, scores by dimension, and the one behavior to fix before your next sitting.

Get Elite — $197 / 90 days

The Stakes

What Failing Actually Costs

"The board isn't grading effort."

They are scoring specific observable behaviors against a rubric — and they write down what they see in real time.

"Most candidates fail on delivery, not knowledge."

You know the frameworks. What the panel sees is whether you can perform them under pressure, on command, at rank.

"One cycle costs more than this product ever will."

Another year. Another application. Another conversation with your family about why not yet.

"The officers who walk into that room prepared didn't get lucky. They got scored — before it counted."

Take a Free Scored Rep

BEFORE YOU DECIDE

PRICING

Built for the candidate testing this cycle.

One payment per practice window. Assessment prep has a deadline — so should your reps.

Not sure yet? Run one free scored rep first — see the report before you spend a dollar.

◆ MOST CHOSEN ◆

PREMIUM

$97

90-day practice window

Full assessment center simulation. Every exercise type.

◆All Oral Board features and question buckets
◆In-Basket + Written Exercise
◆Presentation (video)
◆Role Play + Subordinate Counseling (text)
◆Session history + performance trend
◆5/5 Model Response unlock

ELITE

$197

90-day practice window

Voice role play. The closest thing to the real room.

EVERYTHING IN PREMIUM, PLUS:

◆The Board — a live three-assessor oral board. They ask, they follow up, they score you like the real thing. Up to 3 sittings per day.
◆Voice & Video modes — Assessors read the scenario, you respond out loud or on camera. Live transcription captures every word; playback shows you what the panel saw.
◆Full CLEAR scoring on every rep — Commend, Limitations, Examples, Action, Rank. Board sittings included.
◆Downloadable session transcripts — every voice, video, and board session saved, searchable, and reviewable.

THE BOARD · LIVE