Build a role-specific scorecard, rate candidates consistently, and run a focused debrief. Stop making hiring decisions from gut feel alone.
Fill in the role details and select the competencies that matter most. You can add custom ones too. Then move to Step 2 to rate candidates.
Score each competency 1–4 and add brief notes. Print when complete for your debrief.
No competencies selected yet.
Decades of hiring research is clear: structured interviews with consistent rating criteria produce better, fairer, more legally defensible hiring decisions.
Structured interviews are nearly twice as predictive of job performance compared to unstructured conversations. You're not just being consistent — you're being more accurate.
When every candidate is evaluated on the same criteria with documented scores, you dramatically reduce the risk of unconscious bias — and discrimination claims. The paper trail is your protection.
When interviewers walk in with scores and notes instead of vague impressions, debriefs become productive evidence-sharing conversations — not battles between strong personalities.
Different interviewers evaluating different things is how you miss great candidates and make bad hires. A shared rubric means your whole panel is actually measuring the same job.
When you track scores and compare to later performance, you build institutional knowledge about what actually predicts success at your company — not just what feels right in the room.
Hiring managers who use scorecards report higher confidence in their decisions and lower regret. The score doesn't replace judgment — it anchors it.
True Good Advisory designs end-to-end hiring infrastructure — from job architecture and sourcing strategy to interview calibration and offer frameworks.
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