ThriveMap

07/10/2026

Hiring customer service agents? Sales reps? Warehouse or retail staff? Hospitality service professionals?

If you're still sifting CVs, or leaning on a generic personality test, you're judging people on everything except their job-fit.

Our Smart Assessment Builder fixes that in minutes. Pick the role, tick the tasks your people actually do, customise the questions with the realities of the job, and you get:

→ A job-realistic assessment built for that role
→ Example questions you can review and tweak
→ A ready-made way to assess every candidate on the same footing

It's built on the same approach we use with employers like Wincanton, Berkeley Group and Safelite, packaged so you can set it up yourself, right now.

Roles available immediately: customer service agent, sales representative, retail associate, hospitality service professional and warehouse associate.

Build yours: https://hubs.la/Q04zrLPl0

07/10/2026

Next Wednesday, our CEO Christopher Platts (https://hubs.la/Q04zf_Y90) joins Medis Moradi (https://hubs.la/Q04zf_Ky0) and Michael Blakley (https://hubs.la/Q04zg0fp0) to discuss:

1️⃣ Where AI is being used in hiring decisions, and where it shouldn't be
2️⃣ What vendors are promising, and what to check before you buy
3️⃣ Why "there's a human in the loop" doesn't automatically make a process safe or compliant

They'll also cover the legislation coming through and how to design assessments that hold up.

📅 Wednesday 14 October, 11am UK time

Can't make it live? Register and you'll be sent the recording
https://hubs.la/Q04zf_Y_0

Most hiring assessments are job-relevant. Very few are job-realistic. That gap is why… · Experience: Association of RecTech Providers (ARTP) · Education: University of Nottingham · Location: Newark-On-Trent · 500+ connections on LinkedIn. View Christopher Platts’ profile on LinkedIn, a profe...

30/09/2026

Recruitment has spent years trying to remove friction from the application process. Fewer clicks, shorter forms and easier ways to apply have generally been seen as a good thing.

But one of the key themes from RecFest USA was smart friction.

With AI making it easier than ever to find and apply for roles at scale, removing every hurdle isn't necessarily the answer. Friction has a useful job to do. In fact, it's a big part of what we're creating when we build Realistic Job Assessments at ThriveMap.

But the important bit is deciding what that friction should actually test.

Before we build an assessment, we get the internal team aligned on what good performance really looks like. We speak to the people actually doing the job about what makes it difficult, what separates the people who thrive from those who don't, and what candidates often don't realise about the reality of the role.

We take those realities and turn them into situations and challenges candidates are likely to encounter if they get the job. The candidate has to engage with the reality of the work and demonstrate whether they have the commitment, capability and behaviours needed to succeed in it.

For hiring teams, that creates evidence they can actually use: how is this person likely to respond to the realities of this particular job?

For candidates, it works the other way too. They're not jumping through an arbitrary hoop. They're getting a much clearer picture of what they're signing up for and whether they actually want it.

Ultimately, both sides are trying to answer three pretty fundamental questions:
Can they do the job? Do they want to do the job? And are they likely to stay?

That's friction worth keeping.

24/09/2026

Recruitment technology is changing incredibly quickly.
AI and automation now play a role in everything from attracting candidates and screening applications to assessments and shortlisting. Used well, that technology has enormous potential to make hiring better. But as the number of tools available grows, employers face an increasingly important question:
How do you know which recruitment technology you can actually trust?
Today marks an important step towards answering that.
The Better RecTech Provider Standard has officially launched in Parliament, establishing a consistent framework for responsible recruitment technology.
The Standard is designed to help employers better understand and scrutinise the technology they use. It asks providers to evidence what their products actually do, with requirements proportionate to the level of risk, while keeping humans accountable for the final decision.
It’s something we’re particularly proud to see launch at ThriveMap.
Our CEO, Christopher Platts, chaired the committee responsible for developing the Standard, working alongside organisations from across the recruitment technology industry to establish a shared view of what responsible innovation should look like.
For us, this matters because recruitment technology doesn’t operate in a vacuum. The tools employers choose can influence who gets seen, who progresses through a hiring process and, ultimately, who gets an opportunity.
Innovation matters. But so do transparency, evidence and accountability.
We’re proud to have played a part in creating the new Standard and excited to see what comes next as the industry continues to evolve. 👏
Better technology should help us make better hiring decisions, without taking humans out of the equation.

22/09/2026

One of the risks with introducing standards into a fast-moving market is getting the balance wrong.
Set the bar too low and the standard becomes little more than a badge.

Set it up in a way that only the biggest, longest-established vendors can realistically comply with and you risk shutting out some of the innovation the industry needs.

As Chair of the ARTP Standards Committee, our CEO Chris Platts has been particularly keen to push for two principles as the new Better RecTech Provider scheme has been developed.
First: proportionate, not exclusionary.

There should be a baseline that every recruitment technology provider is expected to meet.
Beyond that, scrutiny should reflect the risk of what the technology actually does.

What data does it hold? Does it influence who progresses through a hiring process? Is AI supporting a human decision, or effectively making one?

The greater the potential impact on a candidate, the stronger the evidence and safeguards should need to be. That means a small, well-built vendor shouldn't be priced out simply because it's small. Equally, a large established vendor shouldn't get a free pass because it's been around for 20 years.
Second: evidence over assertion. It's increasingly easy to say that a product is fair, unbiased, validated or responsible. The harder question is: can you prove it?

If vendors are making those claims, they should be able to show the methodology, validation and design decisions behind them. And importantly, evidence of fairness doesn't have to begin and end with collecting demographic data from candidates. It can start much earlier, with how the assessment itself is designed: using real job tasks, establishing content validity and being able to explain why you're measuring what you're measuring.

These principles also happen to reflect how we've approached assessment at ThriveMap for years.
Because good standards shouldn't protect incumbents. They should protect employers and candidates, while making it easier for genuinely good technology to earn trust. That's the bar we believe recruitment technology now needs.
The Better RecTech Provider scheme launches in Parliament on 24 September.

18/09/2026

AI enhances. Humans decide.
That’s been ThriveMap’s position for some time.

And as AI becomes embedded across recruitment, the distinction between using AI to support a decision and allowing AI to make one is becoming increasingly important.

Responsible AI is one of the major themes surrounding the UK’s first national recruitment technology standard, developed by the Association of RecTech Providers (ARTP), convened by the Better Hiring Institute.
It’s a framework the industry needs.

There are plenty of places where AI can make hiring better. It can help teams analyse information faster, reduce repetitive admin, identify patterns and give recruiters more time to focus on candidates.

But using AI to make recruitment more efficient is very different from asking a black box to decide who progresses.

If technology influences whether somebody gets an opportunity, employers should understand what it is doing, what information it uses and why.

That principle is reflected in how we’ve built ThriveMap. Our assessments use deterministic scoring rather than handing candidate decisions to opaque AI models. The technology provides structured evidence. People remain responsible for the hiring decision.

It’s also why we’ve been closely involved in the development of the new Standard, with ThriveMap CEO Chris Platts contributing to the process as Chair of the ARTP Standards Committee.

The new standard will launch at Parliament on 24 September, and we’ll be sharing more about what they mean for recruiters and employers choosing which hiring technologies they can trust.

16/09/2026

We're at RecFest USA in Nashville, 23-24 September, stand DS5, and this year we're doing something different: if your team wins the Super Bowl, we'll fly you to see it.

How it works:
1. Book a ThriveMap Realistic Job Assessment demo at stand DS5
2. If you're one of the first 32, you'll draw a random NFL team
3. Come along to your demo to see how ThriveMap can transform your recruitment
4. If your team wins the Super Bowl, we'll fly you to that city
32 teams, one demo, 32 shots at a Super Bowl trip.

Not affiliated with, endorsed by, or sponsored by the NFL or any NFL team. US residents 18+. No purchase necessary.

15/09/2026

How do you know if your hiring assessment is actually fair?

It’s tempting to think the answer starts with analysing the results. But fairness can start much earlier than that. It starts with a more fundamental question: what are you asking candidates to demonstrate in the first place?

Fairness and candidate protection are among the important themes surrounding the development of the UK’s first national RecTech standards by the Association of RecTech Providers (ARTP), convened by the Better Hiring Institute.

And it’s an increasingly important conversation.

If an assessment rewards confidence, familiarity with traditional recruitment processes or the ability to answer abstract questions with little relationship to the actual role, analysing bias afterwards only tells you part of the story.

At ThriveMap, we approach the problem from the other direction.

We start by understanding what someone will actually need to do in the job. We speak to the people doing it, identify the situations and tasks that matter, then build realistic assessments around them. That gives candidates an opportunity to demonstrate their suitability for the actual work, rather than simply how good they are at being assessed.

It doesn't remove the need to examine outcomes. But it does mean fairness is considered when an assessment is being built, not bolted on afterwards.

With the new RecTech Standards from the ARTP and Hiring Institute (BHI) launching at Parliament on 24 September, we’ll be sharing more on what that means for recruiters choosing which tools they can trust.

14/09/2026

We're heading to RecFest USA in Nashville on 23-24 September, and you'll find us on stand DS5.
If you're working on frontline hiring and want to talk about what Realistic Job Assessments can do for time to hire and early attrition, come and say hello. We'll have the team on hand to walk through how ThriveMap fits into your hiring process.

While you're at it, enter our competition on the stand for a chance to win flights! More details on that soon...

11/09/2026

There’s a lot we love about EMR’s new brand.

Because when you strip it back, it’s about the reality of the work and the people who make it happen.
Shifting and sorting materials. Serving customers. Keeping machinery moving. Making good decisions in environments where safety matters. Solving practical problems every day.

It’s real work, and EMR wants candidates to understand that reality too.

That’s why we’ve been working with the team at EMR on a new Realistic Job Assessment, launching soon as part of their hiring process.

Rather than using a generic assessment, we’ve built it around what actually happens in EMR’s roles, working with the people doing the jobs today and the managers who understand what good performance really looks like.

As Martin Cooper at EMR explains:
“We wanted an assessment that reflected the reality of working at EMR, rather than something generic. ThriveMap has developed the assessments around our roles, working closely with the people already doing these jobs and the managers who know what success looks like, so candidates get a much better understanding of what the opportunity actually involves."

A new brand that reflects the reality of working at EMR.

And, very soon, a hiring experience designed to do the same. 👏