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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.

Copy & adapt — replace every [placeholder]

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

  1. 1 Before interviews start, list the four to six competencies that actually predict success in this role and share the scorecard with every interviewer.
  2. 2 During the interview, take notes in the evidence column - capture what the candidate actually said or did, not just a number.
  3. 3 Score each competency on the same 1-5 scale right after the interview, while it is fresh.
  4. 4 Write a one-line overall recommendation and next step before you discuss with the panel.
  5. 5 In the debrief, compare scorecards side by side and focus the discussion on where interviewers disagree.

Tips

  • ▸Define the scale and what a 4 looks like before the first interview - a shared bar is what removes bias, not the numbers themselves.
  • ▸Score evidence, not vibes: if you cannot point to something the candidate said or did, leave the score blank and probe it next round.
  • ▸Have interviewers submit scores independently before the debrief so no one anchors on the loudest voice.
  • ▸Weight the competencies that matter most for the role instead of averaging everything equally.
  • ▸Keep the same scorecard for every candidate in the pipeline so comparisons are apples to apples - tools like Pitch N Hire's Intuvos apply one structured rubric automatically.

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FAQ

Interview Scorecard Template — FAQs

What is an interview scorecard? +
It is a structured form interviewers use to rate a candidate against predefined, job-relevant competencies on a fixed scale, with space for supporting evidence and a final recommendation. It replaces unstructured gut-feel notes with consistent, comparable data across candidates and interviewers.
How many competencies should a scorecard have? +
Aim for four to six competencies that genuinely predict success in the role. Fewer than four is usually too shallow to differentiate candidates; more than six makes interviews rushed and scores noisy. Pick the ones that matter and go deep on evidence.
Does a scorecard really reduce hiring bias? +
It reduces bias when every interviewer scores the same criteria on the same scale and records evidence for each rating. That structure keeps the conversation on job-relevant behavior rather than likability or similarity, though it works best combined with diverse panels and clear, pre-agreed standards.
When should interviewers fill out the scorecard? +
Immediately after the interview, before discussing the candidate with anyone else. Scoring while memory is fresh and independent of other interviewers prevents anchoring, where one strong opinion pulls everyone's ratings in the same direction.
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