Template · People
Hiring decisions with consistent criteria.
Agree on job-related criteria, define what each score means, and collect observed evidence for human review. All candidates start with equal placeholder scores. This is an interview scorecard starter; it does not validate a hiring process or provide a full employee-performance workflow.
Start a free trial · review example scores, fit values and exclusion rules before using the template
Before using real candidate information
Define a consistent role-specific rubric and keep final decisions with accountable reviewers. Confirm who can access the workspace, records and exports, and agree how candidate information will be retained. See access and data handling. Use fictional information while checking the workflow.
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What's inside
5 starting criteria · 3 starting options · a 4-question intake. For: Hiring managers and people teams running structured panels.
- Role-specific skills
- Demonstrated skills required for this role, using an agreed scoring rubric.
- Job-related communication
- Evidence of communicating the information this role requires. Assess the task, not accent or presentation style.
- Collaboration
- Observed coordination, constructive feedback and handling of work disagreements. Score job-related behavior, not personal similarity.
- Relevant experience
- Evidence of completing comparable tasks, including transferable experience.
- Learning and problem-solving
- Observed reasoning, use of feedback and application of new information in a relevant task.