Hiring Scorecard

# Hiring Scorecard — [Role Title]

**Hiring manager:** [Name]
**Other interviewers:** [Names]
**Comp range:** [$X–$Y base + Z% equity]
**Reports to:** [Name]
**Last updated:** [DATE]

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## 1. Mission

One paragraph. Why this role exists in the next 12 months. The single most important sentence of the document.

> Example: "Own end-to-end onboarding for the first 50 enterprise customers — turning signed contracts into healthy, expanding accounts within 90 days of close. Without this role, onboarding stays a founder bottleneck and we lose deals to slow time-to-value."

## 2. Outcomes (the next 12 months)

3-5 measurable outcomes. Each is specific, time-bound, and binary (was-or-wasn't achieved). Not "improve X" but "deliver Y by Z."

1. **[Outcome 1 — by Month 3]:** [Specific, measurable result]
2. **[Outcome 2 — by Month 6]:** [Specific, measurable result]
3. **[Outcome 3 — by Month 9]:** [Specific, measurable result]
4. **[Outcome 4 — by Month 12]:** [Specific, measurable result]
5. **[Optional Outcome 5]:** [Stretch / strategic]

> Test: would a peer of this candidate, reading these outcomes, know whether the year was a success? If not, sharpen them.

## 3. Competencies

What this person must be good at. Score 1-5 each in interviews; aim for 4+ on the top-3.

| Competency | Why it matters here | Weight |
|---|---|---|
| [Competency 1 — e.g. customer empathy] | [Why] | High |
| [Competency 2 — e.g. project ownership] | [Why] | High |
| [Competency 3 — e.g. written communication] | [Why] | High |
| [Competency 4 — e.g. technical fluency] | [Why] | Medium |
| [Competency 5 — e.g. resilience under ambiguity] | [Why] | Medium |

## 4. Disqualifiers

Things that automatically rule a candidate out, regardless of how strong they are otherwise:

- [Disqualifier 1 — e.g. cannot work hours overlapping with US East 9-12]
- [Disqualifier 2 — e.g. requires fully remote with no quarterly off-site]
- [Disqualifier 3]

## 5. Interview plan

Each interview is owned by one person and probes specific competencies.

| Stage | Owner | Format | Probes |
|---|---|---|---|
| Recruiter screen | [Name] | 30 min call | Mission alignment, comp fit, disqualifiers |
| Hiring manager | [Name] | 60 min | Competencies 1 & 2, outcome experience |
| Practical | [Name] | 90 min take-home + 45 min walk-through | Competency 3 |
| Peer | [Name] | 45 min | Competency 4 + team fit |
| Founder | [Name] | 45 min | Long-term motivation, values |
| References | [Owner] | 30 min × 3 | Verify competencies + outcomes |

## 6. Scoring

After interviews complete, every interviewer scores against the scorecard before debriefing. Debrief discussion comes after written scores, not before.

| Interviewer | Comp 1 | Comp 2 | Comp 3 | Comp 4 | Comp 5 | Overall (1-5) |
|---|---|---|---|---|---|---|
| [Name] | | | | | | |
| [Name] | | | | | | |
| [Name] | | | | | | |

**Decision:** Hire / No Hire / Hire if [condition]

## 7. Common red flags

Things that look fine on paper but turn out badly. Watch for:

- "I want to learn" without naming what they want to learn
- Vague past outcomes ("contributed to growth") instead of specific ones
- Pattern of <18 month tenures with no clear story for each move
- Reference asks that get deflected or substituted
- Strong on competencies that don't map to the top-3 weights

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**Discipline:** No scorecard, no interview. If the scorecard isn't written, the role isn't ready to hire for.