Hiring Scorecard
Inputs
Use the role requirements, level, actual work examples, and interview stage. Keep the evaluation tied to job-relevant capabilities.
Workflow
- Translate requirements into observable behaviors. Define what weak, adequate, and strong evidence would look like for each criterion.
- Write structured questions and work-sample prompts that produce comparable evidence. Avoid personal characteristics unrelated to the role.
- For interview notes, separate observed evidence from an interviewer impression. Mark missing evidence instead of guessing ability or motivation.
- Summarize strengths, gaps, and follow-up questions. Leave the hiring decision to the responsible people and do not rank candidates from unsupported proxies.
Deliverable
Return a scorecard, interview questions, scoring anchors, and an evidence summary template. Do not contact candidates or change hiring records unless asked.


