Interview scorecard

Record

What one interviewer actually wrote down, against criteria you chose — and no number pretending to be a decision.

No total, and that is the point

Ratings on this sheet are not added up, averaged or weighted, and there is no threshold anywhere. The moment a tool produces a single number and calls it the score, the number starts making the decision — and interview ratings, from one interviewer, on one day, are nowhere near good enough for that.

What earns the form is the evidence field next to each rating. Six months later “4” means nothing; “described how they isolated the circuit before working on it” means everything.

Your criteria

The starting list is job-related and observable, and every row is yours to change, remove or add to. A fixed list would be this product telling you what matters in a role it knows nothing about — and the wrong criterion on a hiring record is a real problem for a real person.

Attached to a person, properly

Scorecards belong to a candidate by their stable id from the candidate tracker, so two people with the same name never share one. Multiple interviewers file multiple scorecards against the same candidate; nothing merges them into a verdict.

A record of one interviewer's assessment. It computes no total, no weighted score and no ranking, and makes no hiring recommendation of its own — the recommendation field holds what the interviewer wrote. It records nothing about any protected characteristic and infers nothing about anybody. CompliMaint gives no employment-law advice and makes no employment decision. Everything runs on your device.

Questions people ask

Does it add up the ratings?
No, deliberately. The moment a tool totals ratings and calls the result a score, the number starts making the decision — and interview ratings are not good enough for that. Each rating stands as one interviewer's judgment on one criterion, printed as they gave it, with the evidence beside it.
Can I change the criteria?
Yes, and you should. The starter list is job-related and observable, but what matters in a role is something you know and this tool does not. Every row is editable, removable and addable. A fixed list of 'what to assess' would be a website telling you what matters in a job it knows nothing about.
Why does each criterion have a notes field?
Because a rating with no evidence is not worth keeping. Six months later, '4' tells nobody anything; 'described how they isolated the circuit before working on it' tells you exactly why. The evidence is what makes a structured interview better than an impression.
How is a scorecard tied to a candidate?
By the candidate's stable id, never by their name — so two candidates with the same name have separate scorecards, and renaming somebody moves nothing. Opening a scorecard from the pipeline passes that id in the address bar, which identifies nothing to anybody who does not already have your device.