Candidate Scoring Rubric
Build a structured scorecard for evaluating candidates. Reduces bias with predefined criteria and weights.
FAQ
Why use a rubric?
Unstructured interviews are unreliable and biased. Predefined criteria + weights force interviewers to evaluate the same things and reduce gut-feel hiring.
How do I pick weights?
Weight what actually predicts success. For senior IC engineers: technical depth ~40%, system thinking ~25%, communication ~20%, ownership ~15% is common.
Should every interviewer use this?
Yes. Each interviewer scores independently before debrief. The rubric is the source of truth - if scores disagree, discuss based on evidence, not gut.
Disclaimer. Scorecards reduce bias but don't eliminate it. Train interviewers on the rubric. Calibrate scores across interviewers regularly. Avoid criteria that proxy for protected characteristics.