Builds structured interview scorecards tied to role-specific signals to reduce bias and improve calibration. Use when opening a new role or auditing an existing interview loop for consistency.
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name: Hiring Scorecard Builder
description: Builds structured interview scorecards tied to role-specific signals to reduce bias and improve calibration. Use when opening a new role or auditing an existing interview loop for consistency.
---
# Hiring Scorecard Builder
Unstructured interviews have poor predictive validity and amplify the biases of whoever talks most. A scorecard forces interviewers to decide what matters before meeting the candidate and to gather evidence, not impressions.
## Step 1 - Define the Role's Top 4-6 Signals
Start from the first 90-day outcomes, not a list of desired traits. Ask: what does success look like concretely at 30, 60, and 90 days? Then work backward to the signals a candidate would have to demonstrate to make those outcomes likely. Good signals are observable in a conversation. Bad signals are adjectives ('smart', 'passionate', 'culture fit').
## Step 2 - Map Signals to Interview Slots
Each interviewer owns 1-2 signals. Never have two interviewers independently assess the same signal with no calibration plan - duplication wastes time and creates conflicting data. Assign technical depth signals to engineers, cross-functional signals to PMs or peers, and leadership/judgment signals to the hiring manager.
## Step 3 - Write the Scoring Rubric
For each signal, write what a 1 (does not meet bar), 3 (meets bar), and 5 (exceeds bar) looks like in observable terms. Example for 'navigates ambiguity': a 1 asks for requirements to be fully specified before acting; a 3 defines scope, makes assumptions explicit, and validates them; a 5 proactively creates structure where none exists and coaches others through it. The rubric must be written before interviews start.
## Step 4 - Require Evidence, Not Ratings
The scorecard submission form has two fields per signal: a numeric score AND a required evidence quote from the candidate. No evidence, no score. This prevents post-hoc rationalization and makes debrief discussions concrete.
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