<aside> 💡

Welcome to your ready-to-use interview scorecard templates toolkit for various role families. It’s designed for Talent Acquisition (TA) leaders, hiring managers, and founders who want to save time and hire more objectively. By using these templates, you ensure every interviewer is aligned on what to ask and how to evaluate, so you can focus on the conversation – not on figuring out questions last-minute.

• What this is
• Who it’s for
• How to use </aside>

Built by **Screenloop **— an ATS that auto-fills your scorecards — to help you hire smarter + faster.

Scorecard Templates by Role & Stage

Each section below provides a scorecard template for a role family. Expand the toggle to see competencies, questions, and rubrics. You can adapt these for specific positions as needed.

💼 Sales

📣 Marketing

💻 Engineering

🤝 Customer Success

💼 Talent Acquisition

🧠 Product Management

🧑‍💼 People Ops / HR

Checklist: Structured Scorecard Implementation ✅

Use this checklist to ensure you’re set up for success with skills-based interviews and scorecards. Before you start interviewing, run through these steps:

• [ ] Define role competencies upfront: Kick off each hiring process by clearly identifying 5–8 key competencies/skills the role requires. Involve hiring managers and stakeholders to agree on what great looks like for the role (this forms the basis of your scorecard). No scorecards on the fly – define it before resumes are screened.
• [ ] Prepare the scorecards & questions: For each competency, craft or select structured interview questions that will allow candidates to demonstrate that skill. Use a mix of behavioural questions (“Tell me about a time…”) and situational or technical questions as appropriate. Create the scorecard document (like the templates above) with the questions and a rating scale. (Pro tip: Keep questions consistent across candidates for fairness, and avoid any that are not job-related.)
• [ ] [Optional] Create the job description: Based on the agreed competencies, write a clear, inclusive job description that reflects the skills and impact expected from the role. This creates alignment between internal expectations and external messaging. (Pro tip: Tools like Screenloop use AI to help you write stronger, more targeted JDs that map back to your scorecard.)
• [ ] Train your interview team: Brief all interviewers on the scorecard and how to use it. Ensure everyone understands the competencies, the questions they need to ask, and the rubric definitions for scoring. If possible, do a quick calibration exercise – e.g., discuss what a strong answer vs. a weak answer might sound like for one question – so scorings will be more uniform. Emphasise the importance of taking notes and scoring during or immediately after the interview, while memory is fresh.
• [ ] Conduct structured interviews: During the interview, each interviewer should have the interview questions (printed or on-screen) in front of them. They should ask the predetermined questions (in whatever natural order makes sense). It’s okay to ask follow-up questions, but ensure they are in service of evaluating the defined competencies (and not drifting into unplanned areas). Stick to the allotted time by prioritising the must-ask questions first.