Claudia Indreica, PhD
Organizational Psychologist · Founder of Psihoselect · 25 years of practice in profiling for top and middle management positions.
"Decisions about people — too important to be made on a CV alone."
Performance data shows you what has happened. Psychological data shows you what's coming — how a person behaves under pressure, in your context and your team, where an interview can't reach.
Experience since 2001
I have been building Psihoselect since 2001, as a practice of psychological profiling and organizational interventions. We are the trusted partner of companies in Romania that want to grow through the right people, clear decisions, and responsible processes — with solutions based on organizational psychology, real data, and a deep understanding of the business context.
When the Stakes of a Decision About People Are Too High
You're bringing in a new person at top or middle management level.
Whether you're searching for them through an executive search process or you already have a finalist — in both cases, the question that matters isn't who looks good on paper, but who will perform in your specific context: with your team, your pressures, your organizational culture. I find the right person and read their profile before you sign.
You're promoting an existing employee into a leadership role.
The best specialist on the team is put forward for a management position. The real question: can they lead, or only deliver? Profiling for promotion answers the question a performance review never reaches..
A team is performing below its potential.
The team has capable people, but results stagnate, conflicts keep repeating, and good people leave. A team analysis reveals what is actually blocking performance — a communication pattern, responsibility that gets diluted, a mismatch between people and roles, or reactive leadership. The intervention changes the exact pattern producing the blockage, not its symptoms.
You're entering Romania or scaling your local team.
Before you open a competence center, scale an existing team, or choose a location, you need to know exactly what awaits you there: the real availability of talent, real salaries by level, and the competition for people. A labour market study gives you this location-specific data, plus a decision scenario with the risks on the table.
How I Work
I am an organizational psychologist, not a clinical psychologist. My role is not to treat psychological distress, but to optimize how people function, communicate and perform at work. The assessment I deliver uses scientifically validated psychological instruments for organizational settings, calibrated for selection, promotion and professional development decisions.
What makes the difference is not the instrument itself — good instruments exist and are available to many professionals. Twenty-five years of practice, in which I have profiled several hundred candidates for top and middle management positions, allow me to read the results not as abstract data, but as a contextualized profile: how this person will behave in this specific organization, with this team, under these pressures, in this industry.
The final result is not just a psychological profile. It is a practical set of operating instructions for your organization — how to manage this person, what drives them, what holds them back, where the risks lie in the first year, and how you can prevent them.
The CFO with the impeccable profile who seemed perfect for the role.
A medium-sized company, growing rapidly. A candidate for the CFO position with an excellent technical profile, stability in previous roles, and very good references. The interview confirmed the positive impression. Psychological profiling identified a pattern an interview could not catch: a need to control details and verify systematically, accompanied by a lack of leadership tools — genuine delegation and trust granted to colleagues — combined with resistance to major change.
In practical terms: in an organization with mature processes, he would have been an excellent CFO. In a fast-growing company, with a young finance department that needed mentoring, there was a significant risk of micromanagement, people burning out, and high turnover.
The client received this information before the hiring decision. They chose to proceed with the candidate, but with an onboarding plan built explicitly around managing this area. The situation could be handled successfully precisely because it had been anticipated.
This distinction — between the impression from the interview and the risks anticipated through psychological profiling — represents, in my experience, the difference between a successful hire and a decision that produces costly surprises in the first year.
How We Work Together
I am an organizational psychologist, with a PhD in psychology and 25 years of practice in profiling for work contexts. I have carried out more than 3,500 psychological profiles, several hundred of them for top and middle management positions, for companies in Romania and for subsidiaries of international companies — across automotive, IT, manufacturing, financial services, retail and pharma.
I work with you directly. I am the one who builds the architecture of every project — headhunting, organizational interventions and labour market studies: I answer your questions, I lead your assessment and I deliver your final report. I have a team and specialized collaborators behind me, whom I coordinate on complex projects — but the profiling remains exclusively mine.
This is the advantage of a founder-led model: your decision is assessed by my 25 years of expertise, not by an anonymous team behind a brand. And if something isn’t realistic, I’ll tell you from the start — calibrating expectations correctly is part of the value I want to bring to the business environment.
Public Presence and Institutional Involvement
FAQ (Frequently asked questions)
Who is Claudia Indreica?
Claudia Indreica, PhD, is an organizational psychologist and the founder of Psihoselect, with over 25 years of experience in psychological profiling and decisions about people for top and middle management positions. She is an Assessment Center specialist for managers and coordinates the Labor Market Task Force within Romanian Business Leaders (RBL). She writes about leadership and the Romanian labor market on Economedia, Substack, and LinkedIn.
What is Psihoselect?
Psihoselect is an applied organizational psychology company, founded by Claudia Indreica, PhD, specialized in psychological profiling, executive search, organizational interventions, and labor-market studies. It helps companies in Romania make the hardest decisions about people — hiring, promotion, team building — based on a scientific assessment of how people actually function, not on impressions.
What experience and qualifications does Claudia Indreica have?
She holds a PhD in organizational psychology (Babeș-Bolyai University in Cluj-Napoca), over 25 years of practice, and more than 2,000 positions closed. She is an Assessment Center specialist for managers, a member of the DWNT Board, and Leader of the Labor Market Task Force within Romanian Business Leaders, involved in analyses of the Romanian labor market.
What is organizational psychology, and how does it help a company?
Organizational psychology studies human behavior in the work context: how people perform, how they lead, how they collaborate, and how they adapt to pressure and change. Applied in business, it helps companies make informed decisions about hiring, promotion, team structuring, and conflict management — before a wrong decision costs time and money.
How does Psihoselect differ from a recruitment or training firm?
The difference is psychological profiling integrated into every service. Psihoselect doesn’t deliver CVs or generic trainings, but decisions backed by a scientific assessment of behavioral patterns, interpreted through 25 years of practice. Whether it’s recruitment, promotion, a team intervention, or a market study, the starting point is the same: how people actually function.
What services does Psihoselect offer?
Four services; psychological profiling is integrated into the first three, and the labour market studies apply the same interpretive rigour: psychological profiling (for hiring, promotion, and teams), headhunting & executive search with integrated profiling, organizational interventions and workshops, and labor-market studies for investors and companies scaling in Romania.
We do not offer quick solutions without context, and we do not recommend people or decisions we don’t believe in. We prefer to say “no” rather than deliver something superficial.
Which companies work with Psihoselect?
Medium and large companies, Romanian and international, that make serious decisions about people — from multinationals to Romanian industry leaders. Clients include DeLonghi, Energobit, GreenGroup, Eckerle, NTT DATA, Accenture, GTS, Ariston, and Fanuc. The common criterion isn’t the industry, but the stakes of the decision about people.
Where does Claudia Indreica publish, and where can she be followed?
Claudia Indreica writes about leadership and the Romanian labor market on Economedia (a recurring author), on Substack, and on LinkedIn. Her roles can be verified on her RBL profile, on the DWNT board page and in her articles and interviews on Economedia.