Hire with confidence using Harri ATS + ThriveMap assessment integration
Realistic Job Assessments integrate with your Harri hiring workflow to reduce early attrition and improve decision quality in frontline recruitment.
What is Harri?
Harri is a hiring and workforce platform built specifically for hospitality and frontline teams. It is designed for high volume, fast moving environments where roles need to be filled quickly and staffing levels need to flex with demand.
Teams use Harri to attract and manage candidates, forecast labour needs, and schedule and deploy staff across sites. It brings hiring, workforce planning, and compliance into one system, so operators can see not just who they are hiring, but how those hiring decisions affect shifts, coverage, and cost.
Because Harri is purpose built for hospitality, it is often used for roles where pace, customer interaction, and working conditions really matter. That makes it a natural fit for ThriveMap, which focuses on showing candidates the real day to day reality of the job and helping employers assess job fit before someone ever steps onto a shift.
What ThriveMap adds to the Harri ATS
Harri is great at helping hospitality teams hire, schedule, and deploy staff across sites. What it doesn’t tell you is whether someone will actually cope with the reality of the role once they step onto the floor.
ThriveMap fills that gap. It shows candidates what the job is really like — the pace of service, the pressure of busy shifts, and the trade-offs that come with frontline work — and then assesses how well they align with those realities. Candidates who realise it’s not the right fit tend to step away early, and managers get clear, job-relevant evidence they can use in interviews and hiring decisions.
ThriveMap integrates directly into Harri, so teams don’t need another system or login. The insight sits alongside the candidate record, right where shift planning and hiring decisions already happen.
The hiring impact of ThriveMap
30- 50% reduction in early attrition in entry-level and early careers hiring. ThriveMap closes the candidate expectation gap before offer.
£30,000+ reduced cost per hire.
By reducing mis-hires, re-recruitment, and wasted onboarding effort.
More defensible hiring decisions
Job-relevant evidence grounded in the realities of the role, not abstract or generic scores.
Where ThriveMap fits in the Harri hiring process
You can introduce ThriveMap at any stage of your hiring process in Harri, but most teams add it just after the initial application or first screen. That’s the point where a candidate looks suitable on paper, but you still do not know how they will handle the pace, pressure, and day to day reality of the role.
At that stage, candidates are invited to complete a ThriveMap assessment before moving on to interview or shift scheduling. Managers continue working inside Harri, but now they are making decisions with more than an application form. They have a clear view of how each person aligns with the real demands of the job, and practical, job relevant evidence they can use to shape interviews and make more confident hiring decisions.
What your team sees in Harri
When a candidate completes their ThriveMap assessment, their Harri profile fills in with the information managers actually need to make a call.
You will see an overall score and fit band, along with a link to a short report that shows how the candidate handled job-specific scenarios, such as pace of work, customer interaction, and shift pressures. There is also clear evidence you can use in interviews, so you know what to dig into and where someone is likely to thrive or struggle on the floor.
You can also see at a glance whether a candidate has started, completed, or withdrawn from the assessment. Because this all lives inside Harri, there is no extra system to log into. Hiring and shift decisions happen in the same place.
Harri hiring assessment setup
- No changes to your core Harri configuration
- Fits into high-volume, frontline hiring workflows
- Role-specific assessments shaped around real job demands, not templates
- Easy to update as roles and hiring criteria evolve
- Fast, guided setup from ThriveMap’s team, not a long technical project
See how ThriveMap integrates with your ATS
Get a demo to see how ThriveMap supports fair, consistent and defensible hiring decisions
What happens after you book
FAQs:
Yes. ThriveMap can be enabled on a role by role basis inside Harri. Most teams start with one or two high impact roles, such as high volume or frontline positions, and then expand as they see the value.
Because Harri brings hiring, workforce planning, and shift management into one system, ThriveMap fits into that flow without disrupting how managers already work.
This allows you to pilot ThriveMap assessments for specific roles, see how the insights improve shortlists and interviews, and scale across more locations or teams at your own pace, while keeping the rest of your Harri hiring process unchanged.
Harri already guides candidates through each stage of your hiring process. ThriveMap connects into that same workflow.
When a candidate reaches the stage you choose in Harri, they are automatically sent a ThriveMap assessment by email. There is no manual step for your team and no need to track who has or has not been invited.
If a candidate does not complete the assessment, ThriveMap sends gentle reminders on day two and day four. This keeps candidates moving through the process and keeps your Harri hiring pipeline up to date without managers having to chase
At ThriveMap, we focus heavily on candidate experience and giving people real context for the role they are considering.
The length of each assessment is tailored with you rather than fixed. It depends on the role you are hiring for and how much of the job you want to explore. Some frontline roles only need a light touch around a few critical areas, while others benefit from a deeper look at how someone handles the day to day reality of the work.
We also track why candidates drop out. If someone leaves because the role does not feel like a good fit, that is a positive signal. It means a genuine alignment issue has been surfaced before interviews or offers are made. If candidates leave because of length or friction, we adjust the assessment design.
When used with Harri, the aim is to respect candidates’ time, give them a clear picture of the job, and give managers job relevant insight earlier in the hiring process.
Harri allows candidates to apply and move through the hiring process on the device that suits them. ThriveMap follows the same approach.
ThriveMap assessments work across desktop, tablet, and mobile, so candidates can start and finish on the device they have available. This helps reduce drop offs, removes friction, and creates a consistent experience from the first application in Harri through to assessment and interview.
When you use ThriveMap alongside Harri, the goal is not simply to just try and move more people to the end of the hiring process. The goal is to move the right people forward.
Some candidates will step away earlier after seeing what the role is really like. This is a positive outcome. It means a misalignment has been identified before time is spent on interviews, offers, and onboarding. For example, a candidate may realise the role involves regular night shifts, a fast paced customer environment, or a level of pressure they are not comfortable with. Others may decide they are looking for something quieter or more flexible than the role can realistically offer.
What teams typically see in Harri is a cleaner shortlist and fewer late stage surprises. Instead of people dropping out after interviews or in their first weeks on the job, the process filters earlier. This saves manager time, reduces wasted interview hours, and lowers the cost of rehiring and training when someone leaves shortly after starting. The result is better early retention and a more efficient hiring process
Yes. Candidates are clearly shown how to request reasonable adjustments before starting their ThriveMap assessment.
ThriveMap is designed with accessibility in mind, and adjustments can be made to the assessment format so candidates are not disadvantaged. This helps managers using Harri make fair, job relevant hiring decisions based on ability rather than barriers in the process.
When a candidate applies through Harri, ThriveMap can be enabled at the stage in your workflow that makes the most sense for your team.
Unlike many assessment tools that offer a fixed integration, ThriveMap works with you to map the setup around how you actually use Harri. This allows for a fast, guided implementation that fits your hiring process rather than a long technical project.
At that point, the candidate is invited to complete a ThriveMap assessment that shows them what the role is really like and explores how well they match the day to day demands of the job.
Once the assessment is complete, the results appear back in Harri alongside the candidate profile. This means managers can shortlist, prepare for interviews, and decide on next steps using clear, job relevant insight in the same system they already use to manage hiring and shifts.
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