Interview scorecard builder
Add your competencies, set the weights, print it. Takes two minutes and makes every interview comparable.
An interview scorecard lists the competencies a role requires with a rating scale for each, completed by every interviewer. It makes candidates comparable by ensuring everyone is assessed on the same criteria — which is what turns a debrief from a discussion of impressions into a comparison of evidence.
Runs entirely in your browser. Nothing is uploaded or stored.
How to write competencies that work
The most common mistake is writing abstractions. "Strong communicator" means something different to every interviewer, so ratings against it are not comparable — which defeats the purpose.
Write what you would actually observe:
- Weak: "Communication skills"
- Better: "Explains a technical decision to a non-technical audience without condescending or oversimplifying"
- Weak: "Team player"
- Better: "Gives specific, actionable code review feedback and responds well to receiving it"
Anchor your rating scale
A 1–5 scale is only useful if everyone agrees what a 3 means. Before interviews start, spend thirty minutes with the panel writing one sentence describing a weak, adequate and strong answer for each competency. This is calibration, and it removes most of the rating drift between interviewers.
Use the evidence box
The rating is the least informative part of a completed scorecard. A 4 with no supporting evidence tells you nothing; a 3 with a direct quote tells you a great deal. In the debrief, ask for the evidence rather than the score.
Common questions
How many competencies should a scorecard have?
Four to six. Beyond that interviewers stop rating carefully and start filling in boxes, and you cannot assess ten distinct competencies properly in one conversation anyway.
Should every interviewer score every competency?
No. Assign competencies across the loop so each is assessed by whoever is best placed to judge it. Scoring something you did not probe produces noise.
Should interviewers see each other's scores before the debrief?
No. Anchoring is strong enough that seeing a colleague's rating reshapes your own recollection. Collect independent scores first, then discuss.