Interview Scorecard

An interview scorecard is an evaluation tool that standardizes how interviewers document their assessment of a candidate. Most professional hiring processes use some form of scorecard to structure and record feedback. **What scorecards typically include:** - The specific competencies or questions the interviewer was assigned to evaluate - A rating scale per competency (typically 1-4 or 1-5, with behavioral anchors at each level) - Written evidence section — specific examples from the candidate's answers that justify the rating - Overall recommendation: Strong Hire / Hire / No Hire / Strong No Hire **Platforms:** Greenhouse, Lever, Workday, and most professional ATS platforms have integrated scorecard functionality. Interviewers submit their evaluation through the platform after each interview. **Why it matters for candidates:** Scorecard documentation is what persists after the interview. If an interviewer had a positive impression but writes weak evidence — 'seemed enthusiastic, smart' — that won't hold up in committee review. An interviewer who was less personable but documented specific evidence ('candidate described leading a 12-person team through a platform migration, delivered on time and under budget') created a more defensible record. **What candidates can infer:** In companies that use formal scorecards, your fate is determined more by documented evidence than by gut impression. The implication: give specific, evidence-based answers that interviewers can document accurately — not vague, impressive-sounding responses. **Asking about criteria:** It's acceptable to ask an interviewer 'What are the most important things you're hoping to assess today?' — this signals that you're taking the process seriously and often reveals the scorecard criteria.