interview-scorecard

name	Interview Scorecard
description	Run a structured first-round interview and score it against the role's competencies.
category	Ops

Interview Scorecard

Run a consistent first-round interview and turn it into a scored, comparable record — not a gut feeling.

When to use

• A candidate advances to a first-round conversation.
• You need interviews that compare fairly across candidates.

Steps

1. Map the role to three or four competencies to assess.
2. Prepare one behavioral question per competency.
3. Run the interview, capturing evidence, not impressions.
4. Score each competency against the [[Screening rubric]].
5. Recommend advance, hold, or pass with the evidence behind it.

Output

A per-candidate scorecard: competency scores, supporting evidence, and an advance / hold / pass call. The operator makes the final decision.