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The exact framework used by top-performing startups. Stop evaluating candidates on vibes. Start using a calibrated rubric that your entire team can align on.
This scorecard template includes 6 evaluation criteria with a 1-5 scoring rubric, descriptions of what each score means, space for evidence-based feedback, and a final recommendation framework. It works for engineering, sales, operations, and leadership roles.
| Criteria | Score (1-5) | Evidence |
|---|---|---|
| Technical / Functional Skills | ____ | ____________________ |
| Problem Solving | ____ | ____________________ |
| Communication | ____ | ____________________ |
| Culture Alignment | ____ | ____________________ |
| Motivation + Drive | ____ | ____________________ |
| Leadership Potential | ____ | ____________________ |
Final Recommendation: Strong Hire / Hire / No Hire / Strong No Hire
Downloads as an HTML file you can print or convert to PDF
Before the interview, share the scorecard with every interviewer. Make sure each person knows which 2-3 criteria they are primarily responsible for evaluating. After the interview, each interviewer fills out their scorecard independently before the debrief. This prevents anchoring bias.
During the debrief, go criterion by criterion. If scores diverge by more than 2 points on any criteria, discuss the evidence. The goal is not consensus. The goal is making sure everyone evaluated the same dimensions and can point to specific examples.
A candidate who scores 4+ on all criteria is a strong hire. A candidate with any 1s or 2s on critical criteria (technical skills, culture) is typically a no-hire regardless of other scores.
STAQD builds calibrated scorecards tailored to your company's values and role types.
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