Hire 200 warehouse operatives in six weeks, with fewer interviews and better retention.
For TA teams running seasonal hiring waves, the bottleneck isn't sourcing — it's screening. ThriveMap replaces the phone screen with a 12-minute realistic assessment, so the candidates you do interview are the ones already ready for the work.
Staff up fast without buying yourself a January attrition problem.
Peak season hiring is high-volume by necessity, but the candidates rushed through a phone-screen-only process are the same ones who quit in week three. The job is to staff up and staff up well — in the same six weeks.
What customers actually do
They replace the phone screen with a realistic assessment as the first stage of the funnel. Candidates self-select before reaching the interview chair. Hiring managers only meet the strong fits.
What changes in the funnel — concretely.
Replace the phone screen entirely
Move ThriveMap to stage one. Every applicant takes the assessment within minutes of applying. The candidates who proceed have already self-declared they want the work.
Interview only candidates above the threshold
Set a fit-score threshold calibrated to your volume target. Below the threshold, candidates receive a polite decline. Above, they go to interview as a priority candidate, with the score visible to the hiring manager.
Use the score on day one
Pass the dimension breakdown to the line manager. Managers know going in which candidate took their time, who prioritised speed, who flagged the shift handover. Induction conversations start in the right place.
We went from drowning in phone screens to only interviewing people we already knew were a strong fit. Hiring manager satisfaction is through the roof, and our recruiters got their afternoons back.
Plan your peak hire around the work, not the funnel.
30 minutes with someone who's planned hiring waves like yours. We'll talk volume, timing, and how the assessment slots in to your existing ATS.