Five universal evaluation dimensions with role-specific framing. Communication, domain expertise, problem-solving, cultural fit, growth — each on a 1-5 scale with anchor descriptions. Pick a role to tailor.
A structured scorecard reduces interviewer-by-interviewer variance and forces decisions onto evidence instead of vibe. HBR's research on hiring decisions and SHRM's structured-interview meta-analysis both find structured rubric-scored interviews are roughly 2x more predictive of on-the-job performance than unstructured chats — and they double-blind your loop against most forms of unconscious bias.
This template uses 5 universal dimensions — communication, domain expertise, problem-solving, cultural/collaboration fit, growth/motivation — each on a 1-5 scale with anchor descriptions. Engineering loops often add a separate "code quality" or "system design" line; sales loops add "discovery / objection handling." Force every interviewer to write 1-2 sentences of evidence per dimension before assigning a score. That's the single biggest anti-bias lever you have.
Interview scorecard · Account Executive
Rating scale · 1-5
1
Weak
Notable concerns. Multiple instances of poor evidence.
2
Below bar
Some gaps. Below what we need for this role.
3
At bar
Meets the bar. Solid, but not exceptional.
4
Above bar
Strong. Clear positive evidence.
5
Exceptional
Outlier. Rare combination of evidence + capability.
Communication & clarity
How clearly does the candidate frame their reasoning, examples, and questions?
Role lens: For Account Executive: tightness under pressure + ability to handle objections, not just clarity of explanation.
Evidence
Domain expertise
Depth of knowledge in the role's core craft. Resist overweighting current-tool-set knowledge.
Role lens: Listen for: real past-evidence stories, not best-practice recitation. Specific over generic.
Evidence
Problem-solving
How they approach an unfamiliar problem — decomposition, hypothesis-testing, scoping the unknown.
Role lens: For Account Executive: structure beats elegance. Did they decompose? Did they prioritize the right starting point?
Evidence
Cultural / collaboration fit
How they collaborate, give and receive feedback, and operate cross-functionally. Watch for bias here.
Role lens: Important caveat: this dimension is where hiring bias most commonly enters. Anchor on collaboration *evidence*, not vibe.
Evidence
Growth & motivation
Trajectory — are they leveling up, what they're focused on next, why this role is the right step.
Role lens: For Account Executive: their next-skill answer should be specific. Vague answers ('grow as a leader') are a flag.
Evidence
Overall recommendation
One-line summary
What I'd want a second interviewer to probe
Raffi runs the AI interview against this exact rubric and hands you the scores. No interviewer calibration meeting, no manually-filled forms, no "let me check my notes." $25 starter credit, no card.
The 72-second walkthrough: structured rubric scoring is the AI's job, not your hiring manager's. The scorecard above becomes a recap, not a homework assignment.