Free tool

Interview scorecardbuilder.

Pick a role or start from a general template, set the criteria and their weights, then print the scorecard, copy it or download it. Free, no sign-up, and nothing you type is stored or sent to us.

Role

A role suggests criteria from its required skills. Edit anything.

Criteria

1
Explains how they would do the job’s core work, with specifics from their own experience.
2
Breaks a messy problem down, weighs the options and says why they chose one.
3
Clear, concise answers that address the question asked.
4
Takes responsibility for outcomes, including mistakes, and says what they changed.
5
Works through disagreement and credits other people’s work.

Four to six criteria is usually right: enough to cover the role, few enough to score from one interview.

Preview

Interview scorecard

Criterion	Weight	1–4
Role knowledge	Critical	□ □ □ □
Problem solving	Critical	□ □ □ □
Communication	Important	□ □ □ □
Ownership	Important	□ □ □ □
Collaboration	Nice to have	□ □ □ □

Total: rating × weight, summed, out of 44.

The rating scale

Score the evidence, not the impression.

Four points, each tied to evidence rather than a feeling. An even number of points stops interviewers settling on a safe middle score.

4Strong
Clear, specific evidence beyond what the role needs
3Meets
Clear evidence at the level the role needs
2Partly
Some evidence, or evidence below the level needed
1None
No evidence, or evidence against

How to use it

Five habits that make scores worth comparing.

1
Agree the criteria first
Decide what you are assessing before the first interview, from what the job needs. Criteria chosen afterwards tend to describe the candidate people already liked.
2
One scorecard for every candidate
Every interviewer scores every candidate for the role on the same criteria, so the comparison is fair and the debrief has something to compare.
3
Write the evidence down
Note what the candidate said or did next to each score. “Good communicator” isn’t evidence; “explained the migration plan in two minutes without jargon” is.
4
Score before you talk
Fill the scorecard in before the debrief. Once one person has said what they think, everyone else’s scores drift towards it.
5
Weight what matters
A critical skill should count for more than a nice-to-have. Multiply each rating by its weight, but read the evidence before trusting the total.

Questions

About interview scorecards.

What is an interview scorecard?

A short form that lists what you are assessing in an interview, how much each thing matters, and a rating scale, with space for the evidence behind each rating. It makes interviewers judge every candidate on the same points.

Is an interview scorecard the same as an interview evaluation form?

Mostly. “Evaluation form” is often used for a general form with fixed questions; a scorecard is usually built for one role, from the skills that role needs. This builder makes the second kind.

How many criteria should a scorecard have?

Four to six for a single interview. With more, interviewers can’t gather real evidence for each one, and the extra scores are guesses.

Should every interviewer use the same scorecard?

Use the same criteria for every candidate. In a panel, it often works better to give each interviewer two or three of the criteria to focus on, so each one is probed properly.

Does this tool store what I type?

No. The scorecard is built in your browser; what you type isn’t stored, and it isn’t sent to Cohesyve.

Need questions to go with it? See interview questions by role, and the behavioral questions that test each skill.

Score the work, before the interview.

Cohesyve, which makes this tool, has every candidate do a job simulation scored against a rubric like this one, with every score linked to the answer behind it.

Try it free Book a 30-min demo