Glossary
New Thrive 2.0 Term | Description |
Nav Menu | The pop-out menu on the left-hand side of your screen used to transport users to different parts of the Thrive application. When you hover your mouse over any of the icons, the menu pops out so users can read the label associated with the icon. |
App Bar | The stationary bar at the top of every page in Thrive. Users will find the search bar, notifications (bell icon), the Quick Create button (+), and the user profile (person icon) here. |
More Actions Icon (⋮) | Anytime users see an icon that resembles three dots in a vertical row, this indicates that more actions are available. On the project page, you’ll find this in the top right-hand corner beneath the App Bar. On the person and company side panels, these are present within specific tabs and sections. |
Quick Create Button (+) | The plus sign icon at the top right of the page allows users to create people, companies, projects, tasks, events, outreaches, and notes. This button is part of the App Bar that stays in place even when navigating to different sections of Thrive. |
Admin Portal | The section of Thrive where Admins configure the workspace for the entire team (e.g., project stages, sectors, custom fields, permissions, etc.) and invite new users. Access the Admin Portal via the gear icon located in the lower left of the screen. |
Kanban Board | A Kanban board is a simple, visual way to manage a list of records and see their status. In Thrive, you’ll find a Kanban Board view for all Projects that visually displays candidates and allows you to interact by moving them across stages. |
Side Panel | This refers to the pop-out panel that appears on the right-hand side of the screen upon clicking certain page elements, like a person or company name. The side panel contains additional details to help you get more context. |
Candidate Owner | The Candidate Owner identifies the team member who is responsible for a specific candidate on a project. This information is displayed prominently on the candidate card within the project Kanban board. |
Project Owner | A Project Owner is the user who creates the project. |
Team Lead | A Team Lead is the user who has been assigned to lead the search or project. Team Leads have the power to restrict project visibility from other internal users who are not members of the project team. |
Project Stage | Project Stage refers to a step in the candidate workflow within a search, hiring process, or project (Research, Interview, Offer, Rejected, etc.). |
Project Status | Project Status indicates where the project stands in its lifecycle, distinct from the individual stages that candidates move through within the project. |
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Global Directory | Global Directory refers to a comprehensive database of potential candidates and company records available within Thrive, separate from an organization's local database. If subscribed, users can search this larger pool to discover individuals who match specified criteria across various companies and roles, keep information updated, and prevent duplicate records. |
Person Profile | The right-hand side panel that appears when you click on a person’s name. It contains an overview of the person, as well as their experience, notes, outreaches, scorecards, events, associations, compensation, documents, off limits status, connections, referrals, and references. |
Company Record | The right-hand side panel that appears when you click on a company name. It contains an overview of the company, as well as Employees, financials, notes, associations, documents, and off-limits information. |
Search Details | The right-hand side panel that appears when you click on a company name from within the project page. It contains an overview of the project, as well as status, notes, outreaches, analytics, offers, events, team, activities, documents, tasks, off limits, and contract information. |
Updated Terminology
For previous Thrive users, here is the updated terminology to be aware of in Thrive 2.0.
What does a "Project" mean in Thrive?
If you work on executive searches, you can think of a Project as synonymous with a “Search.” The reason we use Project instead is that not every Thrive user works on executive searches–some users conduct market research or manage their executive talent networks. This term encompasses those additional workflows as well.
What is a “Scorecard”?
Previously referred to as Assessments, a Scorecard is a structured template designed to help evaluate candidates in a standardized and objective way, particularly during interview stages. Scorecards enable multiple team members to submit evaluations using the same criteria, thereby reducing bias and clarifying the rating methodology.
Thrive 2.0 Term | Previous Name | Description |
Hub | Dashboard | The homepage of Thrive, where users land when they first log in |
Project | Search | A start-to-end workflow for executive talent (e.g., a search, pipeline, candidates, or something else |
Scorecard | Assessment | Structured templates used for assessing candidates in a standardized, objective way |
People | Contact | The executives, internal team members, and external stakeholders who make up your talent database |
List | Network | A collection of People and Company records that can be filtered in different ways |
View as Hiring Manager | Client View | A preview feature that allows users to impersonate a Hiring Manager to see their view of a project before sharing |
Project Statuses
Where the project stands in its lifecycle. These fields are not editable.
Thrive 2.0 | Description |
Not Started | This is the initial status for a new project. In the context of executive search firms, new projects begin with this status. |
Opportunity | This status is available in the executive search firm tenant type. When a project's status is updated from "Not Started" to "Opportunity," it indicates that business development work is actively being pursued for that project. The project card will then display how many days the project has been in the "Opportunity" phase. |
Open | This project status reflects the start of active work for projects that have been successfully secured. |
On Hold | This project status is for projects that have been won, but are delayed for whatever reason. |
Closed | Projects that have been completed are considered "Closed." When a project is closed, the system will prompt the user to add one of the following reasons for the closure: Recruiter Placed, Internal Promotion, Hiring Manager Refered, Lost, Carve Out Candidate, or Other. |
Lost | Business development projects that do not move forward beyond the Opportunity stage should be marked “Lost.” When a project is marked lost, the system will prompt the user to select a reason why: Decided Not To Do Search, Inactive, Chose Other Firm, Filled by Client, Unresponsive, Cost, Passed on Opportunity, Level of Role, Lack of Relevant Experience, Location, Capacity, Other. |
Canceled | Projects that are cancelled or not moving forward should be marked “Cancelled.” When a project is marked canceled, the system will prompt the user to add one of the following reasons: Company Acquired, Internal Hire, Canceled, Canceled by Recruiter, Canceled by Hiring Manager, Position Eliminated, Position Changed, Hiring Freeze, Capacity, Other. |
Project Stages
The individual stages that candidates move through within a search project. These can be configured in the Admin section.
Thrive 2.0 | Description |
Research | The initial stage in the recruitment pipeline, where candidates are added to a project. It is often the phase where a bulk of candidates are identified or entered into the system during the early weeks of a project. |
Outreach | Candidates move into this stage after the initial research or identification phase, when recruiters have communications to log, such as phone calls, emails, or LinkedIn messages. |
Recruiter Interview | Candidates move to this stage when they undergo interviews conducted by the recruiter. When a candidate is moved into this stage, the system automatically creates tasks for the recruiter, such as scheduling the interview or writing assessments about the candidate. |
Hiring Team Interview | Candidates in this stage are interviewed by the client or internal hiring team, and client feedback in the form of scorecards are generally added. |
Offer | When a candidate reaches this stage, the hiring team intends to extend a job offer. Moving a candidate into the "Offer" stage automatically triggers a task for the responsible team member to create an offer record and fill in relevant details, including compensation, offer date, and candidate start date. Offers can then be formally marked as "Accepted" or "Rejected" within the system. |
Hired | Candidates who accept the offer are automatically moved to the Hired stage, where an automated workflow appears, prompting users to fill in details like the offer acceptance date, compensation, candidate start date, and more. |
Rejected | This stage is for candidates who are no longer being considered for the project. Once rejected, the rejection information is prominently displayed, and the system provides analytics on when and why candidates are falling out of the pipeline, which can help inform strategy adjustments. This stage is designed to be kept separate from active pipeline stages for clear analysis
Note: Rejection reasons and notes are automatically hidden when a candidate is moved out of a Rejected stage, ensuring outdated rejection data does not persist if the candidate re-enters the pipeline. |
Events
Activities with contacts or teammates, including calls and interviews.
2.0 Event Type | Definition | Example |
Debrief | Any internal call, meeting, or sync that takes place with internal team members to discuss a specific search or candidate | A Team Lead holds a prep call with a recruiter prior to starting candidate research |
Meeting | Any external call with a contact or candidate that is not an interview | A Partner catches up with a previously placed candidate to see how they like the role |
Recruiter Interview | An interview with a candidate, led by internal team members | An internal recruiter conducts an interview with Sam, a candidate, for the CFO position |
Hiring Team Interview | An interview with a candidate, led by the Client | Jess, a team member at UFO Bank, interviews Sam, the candidate, for the CFO position |