Hiring Scorecard

Define 6- and 12-month outcomes for the roleCritical

Outcomes should be observable, not personality traits.

Define ownership boundaries and decision rightsCritical

Prevent overlap with adjacent roles.

Separate true must-haves from trainable preferencesCritical

Keep the bar narrow and defensible.

Choose five or fewer weighted competenciesCritical

Too many criteria create noisy evaluation.

Define what strong, acceptable, and weak evidence looks likeCritical

Anchor ratings before interviews begin.

Design a job-relevant work sample or case

Prefer evidence over interview charisma.

Map each interview to specific competenciesCritical

Avoid repeated generic interviews.

Calibrate interviewers before reviewing candidates

Discuss evidence standards and common bias risks.

Prepare candidate communication, timeline, and decision SLA

Operational discipline protects conversion.

Require written evidence before group discussionCritical

Prevents anchoring on the loudest opinion.

Document tradeoffs, risks, references, and ramp planCritical

No candidate is risk-free.

Prepare offer logic, close plan, and backup path

Keep compensation and closing strategy aligned.

Role Definition