A recruiting role scorecard translates a client's requirements into evidence the team can look for consistently. Build it around the work the hire must perform, the questions that reveal relevant experience, and the person responsible for evaluating it.
Begin with the job's outcomes
Ask the client what the person needs to deliver and why the role exists. A list of technologies or attractive traits does not explain the work. Convert broad requirements into observable responsibilities before you design screening questions.
| Fictional requirement | Evidence to seek | Evaluation owner |
|---|---|---|
| Improve customer onboarding | Example of changing an onboarding process | Hiring manager |
| Coordinate across teams | Specific decision involving sales and delivery | Recruiter, then manager |
| Produce clear reporting | Example of a report and who used it | Functional interviewer |
This worksheet is an original planning aid. It does not provide validated ratings or automatically determine which candidate to hire.
Agree what each stage will establish
The recruiter screen may establish the candidate's account of relevant work. A later conversation or work sample may examine depth. Record those boundaries so a first-stage note is not mistaken for a completed technical or leadership assessment.
Greenhouse's interview-kit documentation illustrates how instructions, questions, and a scorecard can support an interview. Your agency should use the format and assessment process agreed with its own client.
Define ambiguous criteria
If the client asks for “strategic thinking,” request a work-related example of what that means in this role. Does the person need to prioritize customer segments, allocate a delivery budget, or redesign a team process? Those lead to different evidence.
Do not add a numerical score merely to make the sheet look objective. If the client uses ratings, agree what the ratings mean and how interviewers should use evidence. A number without a definition can hide disagreement rather than resolve it.
Confirm and version the scorecard
Send the role owner a concise record of the agreed criteria, stage assignments, and remaining questions. Date the version. If requirements change, update the affected screens and tell recruiters which version now applies.
Start with the client intake template, then use screening evidence fields to capture answers. Recruit Recap can organize selected intake meetings into custom write-ups for review; the client and recruiting team remain responsible for the role criteria and hiring decisions.