We exist because hiring stopped looking at the actual job.
Somewhere along the way, pre-hire assessment became a game of abstractions: personality quizzes, puzzle games, keyword-matched CVs. None of it resembling the work. ThriveMap was built on a simpler idea: if you want to know whether someone can do a job, show them the job.
The assessment industry was testing everything except the work.
When we first explored the assessment market, we were baffled. Irrelevant questions. Game-based assessments with bias baked into the mechanics. Personality quizzes that didn’t predict performance and were never designed to. An entire industry had grown up around measuring candidates, and almost none of it reflected what people would actually do on the job.
So we decided to do things differently. We build assessments grounded in reality, designed to mirror what people actually do at work.
Every ThriveMap assessment is a day-in-the-life preview of a specific job at a specific company. Employers see how candidates handle the actual work. Candidates see what they’re signing up for. Both sides make an informed decision. That’s the whole idea, and it’s still rarer in this industry than it should be.
Judged by people who know the industry.
Best Candidate Assessment 2024
In-House Recruitment (IHR) Awards
Best Candidate Selection Process
ISE Awards, with Berkeley Group
Top-rated pre-hire assessment platform
Capterra, verified customer reviews
Selected from 300+ applicants
Sodexo Healthcare Accelerator
Accelerator winner
Wincanton W2 Labs
Job suitability based on ability, not background.
We’re working toward a world where hiring decisions are based on what someone can do, not where they’ve been, who they know, or how well their CV matches a keyword filter. Where every candidate starts a role knowing exactly what to expect. And where the technology that makes hiring decisions is held to real standards, with real accountability. Hiring tech shapes livelihoods, deciding who gets opportunities and who gets filtered out, often invisibly. An industry with that much influence should be able to show its working, and most of it can’t.
Most assessment tools test candidates. Ours previews the job.
There are plenty of pre-hire assessment tools on the market. Here's where we genuinely differ, stated plainly enough that you can hold us to it.
Most providers
Off-the-shelf question banks, reused across every client. The same personality quiz for a warehouse operative and a bank teller.
ThriveMap
Every assessment is built bespoke, from job-shadowing and role analysis with your own experts. A warehouse assessment tests warehouse work. Nothing is recycled.
Most providers
Measure abstract traits: cognitive style, personality dimensions, reaction times in games. Then map them to jobs with statistical hope.
ThriveMap
We only measure behaviour in context. How candidates handle the actual scenarios of the actual role. No abstraction layer between the test and the work.
Most providers
The assessment serves the employer. The candidate gets a black box: no preview, no insight, often not even feedback.
ThriveMap
The candidate gets real value from the process: an honest preview of the role before they commit, and a clean way to step out if it isn't right. Informed candidates stay longer.
Most providers
Fixed scoring models you can't inspect, can't adjust, and can't defend if a candidate or regulator asks how a decision was made.
ThriveMap
Full transparency on what's measured and why. Scoring criteria built with you, validated against your post-hire outcomes, and explainable to anyone who asks.
We're not just meeting hiring standards. We're helping write them.
ThriveMap’s mission has always been bigger than building great assessments. Our CEO, Chris Platts, chairs the Standards Committee of the Association of RecTech Providers (ARTP), the only body uniting UK hiring technology providers to set industry standards and influence government policy.
The committee’s work includes shaping the UK’s first formal accreditation for recruitment technology providers: the benchmarks and assurances that define what good looks like in hiring tech. It’s slow, unglamorous work, and it’s exactly the kind of accountability we think an industry with this much influence over people’s livelihoods should welcome.
We hold ourselves to the standards we’re helping write. We’d encourage you to hold every vendor you evaluate to them too.
Chris Platts, CEO — at Westminster, where the ARTP works with government on hiring technology policy
If this sounds like how hiring should work, let's talk.
A 30-minute conversation about your roles and what a realistic assessment could change. Or if you'd rather join us than buy from us, we're always interested in people who care about hiring done right.