Hire with confidence using Harri ATS + ThriveMap assessment integration

Yes. ThriveMap can be enabled on a role by role basis inside Harri. Most teams start with one or two high impact roles, such as high volume or frontline positions, and then expand as they see the value.

Because Harri brings hiring, workforce planning, and shift management into one system, ThriveMap fits into that flow without disrupting how managers already work.

This allows you to pilot ThriveMap assessments for specific roles, see how the insights improve shortlists and interviews, and scale across more locations or teams at your own pace, while keeping the rest of your Harri hiring process unchanged.

Harri already guides candidates through each stage of your hiring process. ThriveMap connects into that same workflow.

When a candidate reaches the stage you choose in Harri, they are automatically sent a ThriveMap assessment by email. There is no manual step for your team and no need to track who has or has not been invited.

If a candidate does not complete the assessment, ThriveMap sends gentle reminders on day two and day four. This keeps candidates moving through the process and keeps your Harri hiring pipeline up to date without managers having to chase

At ThriveMap, we focus heavily on candidate experience and giving people real context for the role they are considering.

The length of each assessment is tailored with you rather than fixed. It depends on the role you are hiring for and how much of the job you want to explore. Some frontline roles only need a light touch around a few critical areas, while others benefit from a deeper look at how someone handles the day to day reality of the work.

We also track why candidates drop out. If someone leaves because the role does not feel like a good fit, that is a positive signal. It means a genuine alignment issue has been surfaced before interviews or offers are made. If candidates leave because of length or friction, we adjust the assessment design.

When used with Harri, the aim is to respect candidates’ time, give them a clear picture of the job, and give managers job relevant insight earlier in the hiring process.

When you use ThriveMap alongside Harri, the goal is not simply to just try and move more people to the end of the hiring process. The goal is to move the right people forward.

Some candidates will step away earlier after seeing what the role is really like. This is a positive outcome. It means a misalignment has been identified before time is spent on interviews, offers, and onboarding. For example, a candidate may realise the role involves regular night shifts, a fast paced customer environment, or a level of pressure they are not comfortable with. Others may decide they are looking for something quieter or more flexible than the role can realistically offer.

What teams typically see in Harri is a cleaner shortlist and fewer late stage surprises. Instead of people dropping out after interviews or in their first weeks on the job, the process filters earlier. This saves manager time, reduces wasted interview hours, and lowers the cost of rehiring and training when someone leaves shortly after starting. The result is better early retention and a more efficient hiring process