Assessments built around the actual job

Candidates do real tasks from the job, on any device. You see who can do the work. They see if the job is right for them.

Chris PlattsCEO and co-founder, ThriveMap

northbay

You are a

Warehouse Operative

03 / 16

Question 3

TIMED QUESTION, ANSWER QUICKLY

Matching labels

Your handheld computer shows location 064-2-02. Where is the matching location label? Select the correct answer.

046-2-028

064-2-028

064-2-208

044-3-028

Is this role not for you? Withdraw applicationContinue

northbay03 / 16

Matching labels

Location on your handheld: 064-2-02

046-2-028

064-2-028

064-2-208

Continue

Northbay 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

For frontline roles the CV says almost nothing. Volumes are up, recruiters cannot phone-screen everyone, and people who did not know what the job involved leave in the first 90 days.

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 processLeft in first 90 days

Try the job first

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

In processChose to step asideLeft in first 90 days

Illustration: people who do not fit opt out before interview, so fewer leave in the first 90 days.

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

northbay07 / 16

Question 7

A delivery is short

The delivery note says 24 cartons. You count 21. The driver is waiting to leave. What do you do?

Sign for 24 and tell your manager later

Record 21 and flag it before the driver leaves

Ask the driver to count again

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

Northbay 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.

Find location 064-2-02

046-2-028

064-2-028

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

Early shift, 6am start✓ Yes

Commute by bus24 min

05Realistic job preview

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

You will lift items up to 25kg and stand for most of your shift.

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 (I/O) 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

One year with Safelite: faster hiring, fewer early leavers

US auto glass repair, 170,000 candidates a year, ATS integrated

“ThriveMap is a total game changer. We needed a tool that assisted us with the whole process – from selecting people that met desired behaviours to fully supporting the hiring managers so that they could recruit with confidence.”

Abby ZimmermanAVP, Talent Acquisition, Safelite

34%

faster time to fill, saving 31,000 unfilled vacancy days

lower new hire attrition

$1.1m

direct saving in reduced training costs

60%

improvement in new hire diversity

Proof

Wincanton (now part of GXO): time to offer from four weeks to 24 hours

Wincanton, now part of GXO. Warehouse operatives for the Screwfix distribution operation.

“It provides them with early insight into the role expectations with the day in the life videos and interactive activities. It also provides line managers with robust, unbiased hiring decisions with minimal time invested.”

Jo Pick, People Director, Wincanton

96%

faster time to offer, from up to four weeks to 24 hours

150%

more job offers from the same applicant pool

50%

better funnel conversion, with less drop-off at every stage

91%

positive candidate feedback, and 0% negative

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?