Interview scorecard template for fair, consistent hiring
After five interviews, gut feeling and "I liked her" take over unless everyone scored the same things. This prompt has your todo.is agent build an interview scorecard for your role: 5 or 6 criteria from the job, a rating scale with clear examples for each score, space for evidence, and an Excel sheet to compare candidates side by side.
The prompt
- Create an interview scorecard for a [JOB TITLE] role. The job description: [JOB DESCRIPTION OR LINK]. Our hiring panel is [INTERVIEWERS AND ROUNDS]. Pick 5 or 6 criteria that matter most for this job, plus [COMPANY VALUES]. For each criterion, write what a 1, 2, 3 and 4 looks like with short examples, and leave space for evidence (what the candidate actually said or did). Add a final recommendation (strong no, no, yes, strong yes) and a rule to score before discussing with others. Give me a one-page Word scorecard per interviewer and an Excel sheet that averages scores across interviewers and candidates.
What to change
- [JOB TITLE]: The role, e.g. "Product Designer".
- [JOB DESCRIPTION OR LINK]: Paste the job description, share the posting link or attach the file.
- [INTERVIEWERS AND ROUNDS]: Who interviews and when, e.g. "hiring manager round 1, design lead portfolio review, team round 3".
- [COMPANY VALUES]: Values to assess, e.g. "ownership and clear communication".
Example result
- Interview scorecard: Product Designer
- Candidate: ____ Interviewer: ____ Round: ____ Date: ____
- Rule: fill this in alone, right after the interview, before talking to anyone else.
- Rating scale
- • 1 No evidence or clear concern
- • 2 Some evidence, below what the role needs
- • 3 Solid evidence, meets the bar
- • 4 Strong evidence, above the bar
- Criteria
- 1. User research and problem framing
- • 1: Jumps straight to screens, no user insight.
- • 3: Explains who the users were and how research shaped the design.
- • 4: Shows how a finding changed the direction of a project.
- • Evidence: ____
- 2. Interaction and visual design
- • 3: Clean, consistent work with clear reasoning for choices.
- • 4: Explains tradeoffs and uses a design system well.
- 3. Prototyping and testing
- • 3: Tested prototypes with users and changed the design.
- 4. Collaboration with engineering and product
- • 3: Gives examples of handoff, specs and compromise.
- 5. Ownership (value)
- • 3: Took a project from problem to launch and followed up after.
- 6. Clear communication (value)
- • 3: Explains work simply to a non-designer.
- Recommendation
- • Strong no / No / Yes / Strong yes
- • One sentence why: ____
- Excel comparison (sample)
- • Candidate A: research 3.5, visual 3.0, prototyping 3.0, collaboration 3.5, ownership 4.0, communication 3.5. Average 3.4
- • Candidate B: research 2.5, visual 4.0, prototyping 2.5, collaboration 3.0, ownership 3.0, communication 3.0. Average 3.0
- In the debrief
- • Discuss the evidence for each low or high score, not just the numbers.
How to do it with todo.is
- Copy the prompt and add the role, job description, panel and values.
- Paste it into todo.is on the Today screen or send it to your agent on Slack. Attach the job description if it is a file.
- Get a Word scorecard for each interviewer and an Excel sheet to compare candidates.
- After interviews, send your agent the filled scores and ask for a comparison summary for the debrief.
Tips for a better result
- Score each person alone before the debrief. Hearing others first pulls everyone toward the loudest opinion.
- Write down evidence, not impressions. "Showed a test that changed the design" beats "seems smart".
- Use a 4-point scale with no middle. It forces a clear yes or no on each criterion.
- Pair the scorecard with the same question set for every candidate, so scores are comparable.
interview scorecard: FAQ
- What is an interview scorecard? A form that lists the criteria for a role and a rating scale. Every interviewer scores candidates on the same things, which makes hiring fairer and easier to compare.
- What criteria should be on an interview scorecard? 5 or 6 skills and behaviors that the job really needs, taken from the job description, plus 1 or 2 company values.
- Should interview scores be averaged? Averages help spot the strongest candidates, but discuss the evidence too. One very low score on a must-have skill can matter more than a good average.
- Can my agent compare candidates for me? Yes. Send the filled scorecards or notes and it builds a side-by-side Excel comparison and a short summary. The hiring decision stays with you.
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