Raising the bar means hiring with insight, interviewing with consistency, and assessing with authenticity. It’s transparent hiring with nothing to hide. It says what it means and is what it claims to be. Just like us.
Chris Platts
CEO/Co-founder
Recruiter, philosophy graduate and technology entrepreneur. Chris is passionate about the power of storytelling in the hiring process. Loves nothing more than getting lost in the imaginary worlds of his two young boys at the weekend.
Mark Hla
Head of Product and Technology/Co-founder
When he’s not drinking espresso or taking his dog Gatsby for bracing walks by the sea, Mark is busy making seemingly impossible and complex problems solvable. Insightful and analytical, he’s our chief coder and head of product with a passion for innovating and building beautiful software products.
Kieran Smith
Senior Software Engineer
Kieran is a full stack web developer with a passion for building web applications and solving real problems. When he’s not coding, you’ll find Kieran tending to the vegetables growing in his allotment or walking his dog.
Lauren Lovett
Growth Marketing Manager
Harry Potter super-fan, self-confessed foodie and a chartered marketer with 15 years of experience and passion managing brand strategies, marketing campaigns and digital growth plans. ThriveMap’s culture and unique offering is such an inspiring company to work for.
Dr Stephanie Cook PhD
Chief Science Officer
As a lecturer in Psychology, Dr. Cook brings her knowledge of the latest research, scientific insight and hands-on expertise to ThriveMap. She’s a champion of ThriveMap’s ecologically valid process of measuring behaviour through real-life work scenarios and tasks.
Michael Lucas
Assessment Design Specialist
Our resident assessment creation expert, Michael adds invaluable experience to the ThriveMap team. He’s passionate about diversity, inclusion and all things Talent Assessment.
It’s an important question. There are lots of pre-hire assessment tools on the market and not a lot of information on what makes them different. Our approach is different for these reasons:
People behave differently in different contexts. Measuring someone’s ability in one environment does not mean they’ll display that ability in another.
We believe each company is unique. In fact, each role within each company is unique. Someone could perform well in the same job in another company and fail in yours.
Jobs are constantly evolving. Unlike other assessment providers, if something’s not working, you have the power to change it.
We place the candidate in the heart of the story of a typical work day. If they don’t like the sound of the role or culture they can withdraw from the process at any time.
People being hired because of their present ability, not prior experience
Telling candidates what we would want to know about a job if we were in their shoes
Equipping managers with the tools they need to make better hiring decisions
Helping companies to reduce attrition and hire better people long-term, not just one-off fixes
Fairness. Reducing bias and increasing transparency in the recruitment process
Having colleagues work on things they’re excited about, in an environment that develops them
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