Interview Structure That Doesn’t Change With The Weather
Generate clear rounds and criteria from your job description, then refine as needed. Keep interviews consistent, bias‑aware, and easy to evaluate.
Auto‑generate technical, behavioral, and role‑specific rounds from the JD.
Define criteria once, compare candidates apples‑to‑apples every time.
Reduce bias, improve signal, and make decisions you can justify.
Why it is important to have scorecard system for evaluation?
Interviews without structure become opinion contests. Scorecards turn vibes into data: the same criteria, the same scales, the same expectations—round after round. That means fairer assessments, faster comparisons, and fewer “we just liked them more” debates.
- Consistency: every candidate faces the same criteria, not the luck of who interviews them.
- Clarity: interviewers know what “good” looks like and what to ask.
- Signal quality: structured feedback beats scattershot notes every time.
- Accountability: decisions backed by comparable data, not memory.
Bottom line: scorecards make evaluations repeatable, explainable, and improvable. AKA, hiring like a team that ships.
The Power of Structured Scorecards
Different interviewers, different questions, different standards. Feedback is chaos.
Consistent rounds tailored to the JD. Time saved: ~10–15 mins/interview setup; signal quality ↑.
“Seemed good.” “Strong energy.” Not exactly decision‑grade data.
Criteria with scales and examples. Time saved: ~5–10 mins/decision; fairness and clarity ↑.
Feedback hiding in docs and DMs; hiring manager becomes detective.
All feedback lives with the candidate. Time saved: ~10–20 mins/candidate; decision time ↓.
Every new interviewer asks, “what are we evaluating?”
Role‑specific scorecards reusable across reqs. Time saved: ~15–30 mins/role onboarding.
FAQs
1) How can I create a scorecard?
You can create the scorecard by going to the edit job form and going to the "Structured Interview & Feedback forms" section. You can create it using AI by providing some details about your interview rounds and the criteria you want to evaluate the candidate on. You can easily edit the scorecard as per your needs.
2) How can I fill the scorecard?
After the interview, simply go to the respective job and round, find the candidate and click on `Add Scorecard` button and fill it there.
Structure interviews, improve signal
Define rounds that reflect the role and evaluate consistently with scorecards.
Set up structure