A candidate scorecard summarizes a candidate's overall evaluation across the hiring process into one weighted decision record — experience, skills, communication, problem-solving and culture fit — so a hiring decision is based on a documented comparison, not just who the team liked best. Download the free PDF and Excel version below.
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What This Scorecard Covers
- Candidate, position, evaluator and date
- Competencies: relevant experience, technical/functional skills, communication, problem solving, culture/team fit, role motivation
- A weight/priority and 1–5 score per competency, with comments
- Overall score, recommendation, strengths, and development/concerns
Candidate Scorecard vs. Interview Evaluation Form
These serve different points in the process. An interview evaluation form captures feedback from one specific interview round. A candidate scorecard consolidates the overall picture across all rounds into the final hiring decision — use one evaluation form per interviewer per round, and one scorecard per candidate to summarize and decide.
How to Use This Template
- Set weights per competency based on what actually matters most for the specific role, not a fixed default — technical skill might carry more weight for an engineering role, culture fit more for a founding team hire
- Fill in the scorecard after reviewing all interview evaluation forms for that candidate, not in place of them
- Use the strengths/concerns fields to document the reasoning behind the recommendation, not just the score — this matters if the decision is ever questioned later
- Keep completed scorecards on file for a reasonable period as a record of how the hiring decision was made
Disclaimer: this is a general template, not legal advice. Review it against your company policy and applicable law before use.