Assessments built around the actual job

Graduates have little work history. Our assessment shows how they do real tasks from your role.

Chris PlattsCEO and co-founder, ThriveMap

Alder & Grey

You are applying to

Graduate Programme, Operations

04 / 22

Question 4

Two deadlines, one afternoon

Your project lead needs the site report by 3pm. A client has just emailed asking for an urgent cost update, also by 3pm. What do you do first?

Finish the report, then reply to the client

Tell your project lead about both requests and agree a priority

Reply to the client first because they are external

Is this role not for you? Withdraw applicationContinue

Alder & Grey04 / 22

Two deadlines, one afternoon

What do you do first?

Finish the report first

Agree a priority with your lead

Reply to the client first

Continue

Alder & Grey is an example employer. Assessment length is set for each role, from about 5 minutes.

Trusted by

The problem

Screening signals are weak, and AI is making them weaker

Screening methodWhat you learn about the candidateWhat the candidate learns about the job

CVWritten by AI

Phone screen

Personality questionnaire or SJTAnswered with AI

Realistic job assessment

Graduates have no track record, so CVs look alike. Applications rise every cycle as AI auto-apply spreads, and the best candidates hold several offers.

Illustration of signal strength by screening method. SJT: situational judgement test.

Why the top of the funnel

Let candidates try the job before you shortlist

CV first

Sift on paper. The mismatch shows up after people start.

In processDropped out or reneged

Try the job first

People who do not fit step aside early. The rest arrive ranked.

In processChose to step asideDropped out or reneged

Illustration: people who do not fit opt out before interview, so fewer drop out or renege before they start.

66%

of entry-level hires have left a role because it did not meet their expectations.

96%

of candidates prefer assessments that show them what to expect in the role.

64%

of 18 to 24 year olds rate job-relevant tests the most accurate and the fairest.

Source: ThriveMap / OnePoll surveys. 66% figure from 2026. Funnels are illustrative.

ThriveMap in one picture

Real tasks from the job, on any device. A ranked shortlist for your team.

1. Candidate takes it

Alder & Grey09 / 22

Question 9

The numbers do not add up

The cost report you are checking totals £48,200. The line items add to £46,900. The report goes to the client today.

Send it and check later

Find the gap and tell your manager

Adjust the total to match

Continue

2. You get a report that explains the score

83^%

Below averageAverageGoodExcellent

Top 17% of the last 200 candidates for this role

Attention to Detail

92%

Customer Focus

81%

Teamwork

74%

Resilience

58%

✓ AI detection check passed

3. Your team acts on a ranked list

1Priya Shah92%Invite to interview

2Jordan Blake88%Invite to interview

3Sam Okafor83%Invite to interview

4Ellie Moore61%Review

Your ATSThriveMap dashboardYour workflow

Alder & Grey is an example employer. Example candidates and scores. Results go to your ATS, our dashboard or your workflow.

What candidates do

One assessment. The question types that predict best.

01Realistic scenarios

Situations from your workplace. Choose what you would do.

Possible responseMostLeast

Explain the policy calmly

Call a manager straight away

Ask them to come back later

02Job tasks

Prioritise, check, match, type, as the job demands.

Which line in the cost report is wrong?

12 × £105 = £1,260

8 × £95 = £740

03Knowledge checks

Only where the role needs them, such as knowing the role itself.

✓Shift work, including weekends

Fully remote working

✓Safety training in week one

04Eligibility screen

Right to work, shifts, location and licences, checked first.

Right to work✓ Yes

Can start September 2027✓ Yes

Happy to work on site✓ Yes

05Realistic job preview

The hard parts shown honestly, so people can opt out.

You will rotate between sites, in all weathers, with some early starts.

Let’s goThis is not the job for me

06Your values in context

Behaviours you already hire for, tested in real situations.

Value: Win together

A teammate is behind and your own task is nearly done. Rank what you would do first.

1Offer to help once yours is finished

Examples are illustrative

Built right, part 1

We start with the people who do the job

1Profile the role

Signal, our online job analysis survey, asks people in the role what they do and what it takes. That sets what we measure and the context of the assessment.

Your part: 5 to 20 role experts answer a 10-minute survey.

2Agree what good looks like

Your hiring committee confirms the attributes and agrees which matter most. That sets the scoring.

Your part: one 2-hour workshop with your hiring committee.

Legally defensibleEvery question traces back to a task or attribute that people in the role named and your committee signed off.

Built right, part 2

Then we build the job into an assessment

3Build the assessment

Our trained occupational psychologists write each question around a real situation or task. Your committee approves the questions and the scoring.

Your part: review the questions and scoring.

4Fit it to how you recruit

Integrate with your ATS so candidates are invited automatically, work in our dashboard, or plug into your current workflow.

Your part: choose the route. We set it up.

Live in about 4 weeksFrom the first survey to candidates taking the assessment.

Proven in use

How we keep proving it works

1Priya Shah92%✓ AI check

2Jordan Blake88%✓ AI check

3Alex Turner86%! AI check

Strong indicators of AI use. 12 of 20 scored questions were flagged for potential AI or third-party tool usage.

5Rank and explain

Every candidate gets a score you can explain. Every report runs an AI detection check. Flagged candidates go to your team for review, never auto-rejected.

Optional: add your own interview guide to the report.

6Prove and improve

We compare your hiring decisions with the scores. Here, hired candidates scored highest, and Attention to Detail best predicted who was hired, so its weighting rises from 15% to 22%.

Your part: record who you interview and hire.

Example data

The demo

What the demo covered

The candidate’s view

Candidates check they are eligible and see an honest preview of the job. Then they answer realistic scenarios and job tasks. Some decide the job is not for them and step aside.

Your team’s view

A ranked list of candidates, and a report for each one that explains the score. Every report runs an AI detection check.

How you know it works

We compare your hiring decisions with the scores, then improve the questions and weightings. See “How we keep proving it works”.

Proof

Berkeley Group: apprentice retention up from 62% to 85%

An apprentice assessment built around real site work.

UK housebuilder, apprentice and trainee programmes. Winner, Best Candidate Assessment, In-house Recruitment Awards 2024.

In-house Recruitment Awards, Best Candidate Assessment, winner 2024

85%

12-month retention, up from 62%

98%

6-month retention, up from 87%

32%

of apprentices are women, nearly 3x the industry average

Proof

Higgs LLP: trainee solicitors chosen on ability, not connections

HiggsLLP

UK law firm, 265 people. Trainee solicitor vacation schemes, 150 to 200 applications each, run by a two-person team.

“By far one of the easiest and most engaging assessments I’ve done.”

Candidate, Higgs LLP vacation scheme

~90%

less time spent reviewing applications by hand

~54%

of final-stage candidates from racially or ethnically diverse backgrounds

96.5%

positive candidate rating

chose to opt out after seeing the role, with 87.4% completion

Source: ThriveMap case studies

Why ThriveMap

Specialists, with the evidence to back it

Specialists in realistic job assessments

It is all we build, for frontline and early careers hiring.

Enterprise proven

1M+ assessments, 99.9% uptime, multi-language and multi-market.

Transparent and defensible

You see what is measured, why, and how each score is made. No black boxes.

Senior people, fast changes

You work with senior experts and the founders. Changes take days, not months.

Cyber Essentials certifiedGDPR compliantWe hold only name, email and assessment answersRules-based scoring, no machine learning deciding who progressesAI-flagged candidates go to your team for review, never auto-rejected

Commercials

An unlimited-use subscription based on your hiring volume, never per candidate. The first assessment is designed at cost.

Next step

A session with your wider hiring stakeholders.

We map one role and show how the assessment fits your process.

A next step is usually an in-depth discussion to calculate the projected ROI, and a product demo to stakeholders.

Book a session

WhoTalent acquisition, hiring managers and anyone who signs off the process.

How long45 minutes.

Try Signal nowAnyone can sign up and run Signal free at thrivemap.com.

Questions?