Hiring workflow

Score candidates on evidence, not gut feel.

A structured scoring system that turns a rubric-based assessment, a competency scorecard, and a standardized interview into one ranked list with a clear evaluation summary — built for any role.

What it measures

Three inputs, one score. Each candidate is evaluated the same way, against the same rubric, so the ranking reflects the role's real priorities instead of whoever interviewed best.

40%
Skill assessment
A scored take-home task or work sample, evaluated against a fixed, banded rubric.
30%
Competency rating
A scorecard rating the specific skills the role requires, with evidence required for extreme ratings.
30%
Structured interview score
Standardized, competency-linked questions with evidence notes and independent interviewer ratings.

How it works

1

Set the weights

Pick a role preset below, or set custom weights for the three categories.

2

Score with evidence

Enter the skill assessment, rate each competency with evidence for extreme scores, and record notes against the standardized questions.

3

Read the summary

Each candidate gets a full evaluation summary — strongest and weakest areas, warnings, and interviewer agreement — not just a single number.

Customizing for a role

Every role preset includes its own rubric bands, competency list, and standardized interview questions. Pick "Custom" to rename the categories, skills, and questions to whatever your client's role needs.

Senior engineer
Rates Python, AWS, microservices, code review, system design, each with a matching interview question and rubric bands.
Systems manager (IT)
Rates network administration, systems architecture, infrastructure management, security compliance, disaster recovery.
Customer success manager
Rates onboarding design, churn risk ID, upsell conversations, escalation handling, renewal forecasting.

Try it

Weights must total 100 percent. Switch the preset or set your own to match the role.

Privacy: Candidate information stays in this browser session unless you download it. Closing the browser or clearing the session may remove unsaved information.

Disclaimer: This tool supports structured evaluation but does not make hiring decisions. It should not be used as the sole basis for employment decisions.

Weights total percent — adjust so they total 100.

Required qualifications

Optional. If any are marked No, the candidate stays in the list with a warning next to their result.

Skill assessment — score each category

Skill total: 0 / 100

Skill assessment notes (optional)

Rate each competency

1 = little or no demonstrated ability · 2 = basic ability · 3 = competent · 4 = strong · 5 = expert-level evidence. Evidence is required for a rating of 1 or 5.

Competency total: 0 / 25

Competency notes (optional)

Standardized interview questions

Each question ties to one of the competencies above. Evidence notes back up the interviewer scores below.

Structured interview score — each interviewer rates independently, 0–5

Interview average: — / 5

Interview notes (optional)

Please complete the following before adding this candidate:

    No candidates ranked yet. Add scores above to build the list.
    Evaluation history (this session)