Template

People Ops — Hiring Scorecard & Interview Guide

An actionable, interviewer-ready hiring scorecard that maps competencies to evidence anchors, provides behaviorally anchored rating scales, includes sample interview questions, and saves structured reviewer responses for consistent, objective hiring decisions.

Interactive Tool

Hiring Scorecard — Interview Guide

Use this structured scorecard for one interviewer per submission. Map responses to role outcomes, capture evidence, and rate each competency on a consistent 1–5 scale. Save scorecards to build a repeatable, comparable record across interviews and interviewers.

Full name of the candidate (first and last)
Exact role title for this hire (as listed in the job description)
YYYY-MM-DD or human-readable date
Your name / role
Paste or summarize the 2–4 key outcomes this role must deliver (how success will be measured). Helps anchor the competencies to results.
e.g., Problem Solving, Customer Focus. Leave blank if unused.
Specific behaviors, examples, or outcomes that show this competency in practice (1–3 anchors).
A short behavioral or situational interview question tied to the competency.
1 = Insufficient evidence, 3 = Meets expectations, 5 = Exceptional evidence
Brief, objective notes describing candidate examples or quotes that justify the rating.
Second core competency (leave blank if fewer than 2).
Behavioral anchors for competency 2.
Suggested question for competency 2.
1 = Insufficient evidence, 3 = Meets expectations, 5 = Exceptional evidence
Objective notes and examples for competency 2.
Third core competency (optional).
Behavioral anchors for competency 3.
Suggested question for competency 3.
1 = Insufficient evidence, 3 = Meets expectations, 5 = Exceptional evidence
Objective notes and examples for competency 3.
Optional.
Behavioral anchors for competency 4.
Suggested question for competency 4.
1 = Insufficient evidence, 3 = Meets expectations, 5 = Exceptional evidence
Objective notes and examples for competency 4.
Optional.
Behavioral anchors for competency 5.
Suggested question for competency 5.
1 = Insufficient evidence, 3 = Meets expectations, 5 = Exceptional evidence
Objective notes and examples for competency 5.
How well the candidate’s demonstrated examples align to the primary role outcomes listed above.
Consider values, work style, and collaboration needs of the team.
2–4 concise strengths that stood out during the interview.
Key weaknesses, missing experiences, or risks to success in the role.
Document any immediate concerns that should trigger further review or a reference check.
Suggested questions to verify evidence and risks (pasteable prompts).
Interviewer recommendation based on this interview.
Short, evidence-based summary explaining the recommendation (one paragraph).
Any other observations, candidate questions, or follow-ups.
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