Role-specific capability50 points
StrongBuilt and measured a paid acquisition programme across three markets.
Interview scorecard software
Turn interview feedback into a clearer decision.
Collect post-interview evidence against shared role criteria, compare reviewer feedback, and give your hiring team a clear debrief record.
Candidate scorecardGrowth marketing lead
78 out of 100Stakeholder communication30 points
SufficientExplained how weekly budget decisions were shared with finance and sales.
Work eligibility20 points · Mandatory
ConfirmedConfirmed in the application.
Scorecard templates
Define what good looks like.
Use it across every interview.
Create company or department templates with weighted criteria, evidence guidance, and the hiring phase where each criterion belongs.
Interview scorecardLeadership interview
Criterion and evidence guidanceStageWeight
Role-specific capabilityExplains a relevant decision and the result
Interview50%Stakeholder communicationAdapts detail to the people involved
Interview30%Work eligibilityConfirmed for the role's location Mandatory criterion
Application20%Post-interview feedback
Collect evidence while the interview is fresh.
Assigned reviewers receive the relevant scorecard after the interview. Strong and insufficient ratings require evidence, with one reminder after 24 hours when feedback is still missing.
Interview feedbackLina Al-KhatibGrowth marketing lead · Leadership interview
Blind until submittedCriterion 1 of 3Role-specific capability
What did the candidate do, and what changed as a result?
Evidence and debriefs
See the reasoning before the decision.
Submitted feedback updates interview and combined candidate scores. Blind feedback, conflicting recommendations, and criterion-level evidence come together in one debrief.
Interview evidenceWhat each reviewer observed
Interview score 76Role-specific capability
“Connected the campaign decision to revenue quality, not only lead volume.”
Sophie · Strong · 50 points availableStakeholder communication
“Gave a clear example, but the finance handover still needs more detail.”
Jonas · Sufficient · 30 points availableWork eligibility
Updated from unknown to confirmed after document review.
Override reason recorded · 20 points availableHard-requirement workflow
Keep automatic action behind objective evidence.
Only an eligible, confirmed hard-requirement miss can start the workflow. Hire records the reason, marks the candidate not suitable, and holds the rejection email for a 24-hour review window.
Confirmed as not met
The application answer does not meet the vacancy's configured requirement.
Evidence sourceApplication answer
Candidate selected “No” for permission to work in the role's location.
- Candidate marked not suitableObjective rule recorded
- Rejection email held23 hours 18 minutes remaining
- Configured email sendsUnless the candidate is restored
AI cannot start this workflow. Missing evidence and subjective feedback cannot reject a candidate.
Interview scorecard questions
Structured interview feedback, answered.
Clear answers about templates, evidence, reminders, debriefs, overrides, and hard requirements.
What is an interview scorecard?
An interview scorecard is a consistent set of role-specific criteria used after interviews. Reviewers record a rating and the evidence behind it, making feedback easier to compare.
Can we reuse scorecards across vacancies?
Yes. Admins and recruiters can create company-wide or department scorecard templates. A vacancy receives its own copy, so later template edits do not change an active hiring decision.
What happens when reviewers disagree?
Hire flags conflicting recommendations in the debrief. The hiring team compares the underlying evidence and acknowledges the disagreement before finalising the decision.
Can a recruiter override a criterion?
Yes. An authorised recruiter can replace a criterion result with a required written reason. Hire keeps the original result, the override, and the recalculated ranking visible in the record.
Can a scorecard automatically reject a candidate?
Only an objective mandatory criterion that is explicitly eligible for automatic rejection can start the workflow. Subjective feedback, missing evidence, and AI recommendations cannot reject a candidate. The email waits 24 hours so the team can review or reverse the decision.
Make the next interview clearer
Bring evidence into every hiring decision.
See how Hire connects interview planning, structured feedback, scorecards, and debriefs around one candidate record.
- Weighted scorecards
- Criterion-level evidence
- Visible disagreements
- Recorded overrides