Cut early attrition by showing candidates the real job before they take it.
Most early attrition isn’t about pay, management, or onboarding. It’s about candidates accepting jobs that turned out to be different from what they expected. ThriveMap closes that gap before day one, with a realistic preview of the actual work, so the people who start are the ones who already know what they’re signing up for.
Stop hiring people who leave in the first ninety days.
Early attrition is the most expensive kind: the cost of recruitment, onboarding, and training is sunk before the hire delivers any value. And the cause is consistent across sectors. People accept jobs based on incomplete information, then leave when reality doesn’t match expectation. Closing that expectation gap is where retention is won.
How a pre-employment assessment replaces guesswork in hiring
They replace CV screening with a realistic preview of the role at the top of the funnel. Candidates work through the actual tasks and scenarios of the job, see what they’re signing up for, and self-select out if it isn’t right. The candidates who reach interview are the ones who’ve already chosen the work with eyes open.
What could a 20% improvement in 90-day attrition save you?
Illustrative figures based on a 20% reduction in 90-day attrition, the mid-point of what ThriveMap customers typically see (15-30%). Cost-per-failed-hire defaults to the SHRM / CIPD published benchmark for frontline hires; adjust to your own data for a more accurate read.
How realistic assessment actually reduces attrition.
Show the real job before the interview
Move the assessment to stage one of the funnel. Every applicant works through tasks and scenarios drawn from the actual role within minutes of applying. Candidates who finish have seen what they’re signing up for. Some won’t finish, and that’s the point.
Hire candidates who already chose the work
The candidates who finish the assessment haven’t just shown they can do the work, they’ve chosen to keep going after seeing it. That commitment shows up at week three, week eight, and at the ninety-day mark, when expectation-gap attrition typically lands hardest.
Compound the saving over every cohort
Once the realistic assessment is in place, the attrition improvement isn’t a one-off. Every subsequent cohort benefits from the same self-selection, the same expectation-setting, the same quality of fit. The maths gets bigger the more you hire.
"Our turnover rate has significantly improved since implementing ThriveMap, proving its effectiveness in helping us hire better-fit candidates."
See what better retention looks like for your hiring.
A 30-minute conversation about your roles, your current attrition pattern, and what a realistic preview could change. No pressure, no follow-up calls you didn't ask for.