Structured scorecards: the simplest way to make better hires

Most hiring disagreements are not about the candidate. They are about the fact that every interviewer was looking for something different.

Agree on the criteria before the first interview

Pick four to six criteria that really predict success in the role. Technical depth, problem solving, communication and language level are a good start for many roles.

Describe what good looks like

A score of 4 should mean the same thing to everyone. Write one sentence per level, so two interviewers reach the same score for the same answer.

Score each criterion separately

One overall impression hides the details. Separate scores show where someone is strong and where they would need support.

Let the scorecard travel with the candidate

• Boo fills in a scorecard after every AI interview, with the reasoning
• Interviewers add their own feedback on the same criteria
• Hiring managers see everything in one profile

Scorecards do not replace judgement. They give judgement something solid to stand on.