Interview Scorecard Template
An interview scorecard is a structured rubric that lets every interviewer rate a candidate against the same job-relevant criteria on a fixed scale. Use it during or right after each interview to record evidence, reduce bias, and compare people fairly. This free template covers competencies, a rating scale, evidence notes, and a clear hire recommendation.
Use this scorecard whenever more than one person interviews for a role, or when you want interviews to measure the same things every time. Agreeing on the criteria and scale before the first interview keeps feedback focused on the job instead of gut feel, and makes your final hiring decision defensible.
Role & interview details
Candidate name: [CANDIDATE NAME]
Role: [JOB TITLE]
Interviewer: [YOUR NAME]
Interview stage: [PHONE SCREEN / TECHNICAL / ONSITE / FINAL]
Date: [DATE]
Rating scale (use the same for every criterion)
1 - Strong no: clear gap, would struggle in the role
2 - No: below the bar on this competency
3 - Mixed: meets some expectations, notable gaps
4 - Yes: meets the bar with solid evidence
5 - Strong yes: exceeds the bar, standout example
Core competencies (score 1-5 with evidence)
Role skills / technical ability - Score: [1-5] - Evidence: [SPECIFIC EXAMPLE THE CANDIDATE GAVE]
Problem solving - Score: [1-5] - Evidence: [WHAT THEY DID WHEN FACED WITH...]
Communication - Score: [1-5] - Evidence: [HOW CLEARLY THEY EXPLAINED...]
Collaboration / teamwork - Score: [1-5] - Evidence: [EXAMPLE OF WORKING WITH OTHERS]
Ownership / drive - Score: [1-5] - Evidence: [EXAMPLE OF INITIATIVE THEY TOOK]
Role-specific competency: [ADD YOUR OWN] - Score: [1-5] - Evidence: [...]
Motivation & role fit
Why this role / company: [WHAT THEY SAID]
Questions they asked: [NOTES]
Concerns or risks: [FLAG ANYTHING TO PROBE IN A LATER ROUND]
Overall recommendation
Overall score (average or weighted): [SCORE]
Recommendation: [STRONG HIRE / HIRE / NO HIRE / STRONG NO HIRE]
One-line summary: [YOUR TWO-SENTENCE RATIONALE]
Suggested next step: [ADVANCE TO NEXT ROUND / REJECT / HOLD]
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How to use this template
- Before interviews start, list the four to six competencies that actually predict success in this role and share the scorecard with every interviewer.
- During the interview, take notes in the evidence column - capture what the candidate actually said or did, not just a number.
- Score each competency on the same 1-5 scale right after the interview, while it is fresh.
- Write a one-line overall recommendation and next step before you discuss with the panel.
- In the debrief, compare scorecards side by side and focus the discussion on where interviewers disagree.
Tips
Interview Scorecard Template — FAQs
What is an interview scorecard?
How many competencies should a scorecard have?
Does a scorecard really reduce hiring bias?
When should interviewers fill out the scorecard?
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