Hire with confidence using Workday ATS + ThriveMap assessment integration

Yes. ThriveMap can be enabled on a role by role basis inside Workday. Most organisations start with one or two high impact roles, such as entry level, early careers, or high volume hiring, and then expand as they see the value.

Because Workday already centralises recruiting, approvals, and workforce data across the business, ThriveMap fits into that structure without disrupting existing processes.

This allows you to pilot ThriveMap assessments for selected roles, see how the insights improve shortlists and interviews, and scale across departments or locations at your own pace, while keeping the rest of your Workday hiring framework in place.

Workday already manages the flow of candidates through each stage of your hiring process. ThriveMap connects into that workflow.

When a candidate reaches the stage you choose in Workday, they are automatically sent a ThriveMap assessment by email. There is no manual step for recruiters and no need to track invitations.

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 Workday pipeline accurate and up to date.

At ThriveMap, we focus 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 roles only need a light touch around a few critical areas. 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 identified before interviews or offers are made. If candidates leave because of length or friction, we adjust the assessment design.

When used with Workday, the aim is to respect candidates’ time, provide a clear picture of the role, and give hiring teams job relevant insight earlier in the decision process

When you use ThriveMap alongside Workday, the goal is not simply to move more as many people as possible to the end of the hiring process. The goal is to move the right people forward.

Some candidates 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, approvals, and onboarding. For example, a candidate may realise the role involves regular shift work, high customer interaction, or a level of pressure they are not comfortable with. Others may decide they are looking for a different working environment or level of responsibility than the role can realistically offer.

What organisations typically see in Workday is a cleaner shortlist and fewer late stage surprises. Instead of people leaving 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 stronger early retention and a more efficient hiring process.