Structured interview scorecard
One scorecard for every candidate and every interviewer. No more debriefs where everyone defends a gut feeling.
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The problemThree interviewers, three ways of running the interview, three opinions nobody can compare. In the debrief, whoever talks loudest decides. The problem is not the candidate: it is the lack of shared criteria before the first interview.
What's inside
- 01
Set 4 to 6 criteria before the role opens
How to turn a vague job description into observable criteria, agreed with the hiring manager.
- 02
A 1 to 4 scale with concrete anchors
What separates a 2 from a 4 on each criterion, so everyone scores on the same basis.
- 03
16 interview questions, sorted by criterion
Behavioural and situational questions, with the signals to listen for in the answer.
- 04
The scorecard, ready to print or copy
One page per candidate: scores, evidence observed, points to probe.
- 05
The debrief sheet
Everyone scores alone, then you compare. A decision format built on evidence, not instinct.