Scorecards and candidate evaluation

Structured scorecards help your team evaluate candidates consistently. Every interviewer scores the same dimensions, making it easier to compare candidates and reduce bias.

Creating a scorecard template

1. Open a job and go to the Scorecards tab
2. Click Create Template
3. Add rubric dimensions (e.g., "Technical Skills", "Communication", "Culture Fit")
4. For each dimension, write a description of what to evaluate
5. Set the rating scale (1-5 is the default)
6. Save the template

You can create different templates for different interview stages (e.g., a technical scorecard for engineering interviews and a behavioral scorecard for culture rounds).

Submitting a scorecard

After conducting an interview, the interviewer receives a prompt to submit their scorecard. They can also access it from their interview queue.

For each dimension:

1. Select a rating (1-5)
2. Add notes explaining the rating
3. Optionally flag the dimension as a concern or a strength

At the bottom, provide an overall recommendation: Strong Hire, Hire, No Hire, or Strong No Hire.

Reviewing scorecards

As a recruiter, you can view all submitted scorecards for a candidate from their profile. The review screen shows:

• Per-interviewer scores side by side
• Consensus metrics (average score, agreement level)
• Dimension breakdown to spot patterns
• Comments and flags from each interviewer

Debrief

After all scorecards are in, use the debrief view to facilitate a hiring decision. This view highlights areas of agreement and disagreement, making it easy to focus discussion on dimensions where interviewers diverged.

External interviewers

External interviewers (people outside your organization) access scorecards via a secure token link sent by email. They can view the prep packet, join the interview, and submit their scorecard without creating an account.

Tips

• Require scorecards to be submitted within 24 hours of the interview
• Avoid sharing scorecards between interviewers before everyone has submitted (to prevent anchoring bias)
• Review scorecard data periodically to calibrate your rubrics