Free Interview Scorecard Template Generator
Download the blank template, copy one of 6 role examples, or generate a weighted scorecard for any job title.
Last reviewed October 25, 2026 by the Skillora hiring team
You built the scorecard. Let AI fill it in for every candidate.
Paste your criteria into Skillora and our AI interviews each applicant, then scores them against your scorecard: consistently, 24/7, no scheduling.
- Every candidate rated on the same criteria
- Evidence-backed scores, not gut feel
- Full transcripts with highlights
- Free to start · No credit card
Free to start · No credit card required
Need it on paper today? Jump to the blank interview scorecard template or the filled-in examples by role, both free as PDFs. Or enter a job title and this interview scorecard template generator returns a weighted evaluation form for the role: the competencies to assess, what a strong answer looks like for each, a rating scale, an overall recommendation, and red flags to watch for. Add competencies to emphasize, pick a seniority level and interview focus, then copy the scorecard or download it as a PDF. Give the same scorecard to every interviewer and have each one score alone, right after the interview, before the debrief. That is what makes the ratings comparable.
What Is an Interview Scorecard?
An interview scorecard, also called a candidate evaluation form, is a structured document interviewers use to rate candidates against the same criteria. A good scorecard includes:
Why Use a Structured Interview Scorecard?
Unstructured interviews are one of the weakest predictors of job performance. A scorecard fixes that by making every evaluation consistent and comparable.
How It Works
Step 1: Enter the Role
Add the job title, seniority level, and interview focus you are hiring for.
Step 2: Pick Your Criteria
Optionally list competencies to emphasize and choose a rating scale, or let the AI infer them.
Step 3: Generate the Scorecard
The AI builds a structured candidate evaluation form with weighted criteria and rating scales.
Step 4: Copy, Download or Score
Copy the scorecard, download it as a PDF, or let Skillora score candidates against it automatically.
Free Interview Scorecard Template (Blank, Printable)
Print one per interviewer. Fill in the competencies and weights before the first interview, not after. A scorecard written after the debrief only records what the loudest person said.
Interview scorecard
- Candidate:
- Role:
- Interviewer:
- Date:
- Interview stage:
| Competency | Weight | What good looks like | Evidence | Rating (1-5) |
|---|---|---|---|---|
| 1. | __% | 1 2 3 4 5 | ||
| 2. | __% | 1 2 3 4 5 | ||
| 3. | __% | 1 2 3 4 5 | ||
| 4. | __% | 1 2 3 4 5 | ||
| 5. | __% | 1 2 3 4 5 |
Rating scale
- 1 No evidence: The candidate could not give an example, or the example contradicts the skill.
- 2 Weak: An example exists but stays vague, or someone else did the hard part.
- 3 Meets the bar: A specific example, their own actions, a result you could check.
- 4 Strong: Several examples at the scope of this role, with trade-offs explained.
- 5 Raises the bar: Better than most people already doing this job on your team.
Overall
Weighted score: ______ / 5
One sentence on why: ____________
How to fill it in
- Pick 4 to 6 competencies from the job description. More than six and interviewers start rating on mood.
- Weight them so they add up to 100%. The skill that would sink the hire if missing gets the most weight.
- Write what good looks like before anyone interviews. Use the interview questions generator to get one question per competency.
- During the interview, write evidence: what the candidate said or did. "Strong communicator" is an opinion. "Explained the outage to the CFO in two sentences" is evidence.
- Score alone, within an hour, before the debrief. Then multiply each rating by its weight and add them up.
Interview Scorecard Examples by Role
Six filled-in scorecards for senior roles, with weights and the evidence that earns a 3. Copy one, change the weights, and you have a scorecard in five minutes.
Senior Software Engineer interview scorecard
For a backend or full-stack IC who owns systems end to end.
| Competency | Weight | What earns a 3 |
|---|---|---|
| System design | 30% | Sketches a design for real load, names the bottleneck before you ask, and explains what they would cut to ship. |
| Code quality and debugging | 25% | Walks through a production bug they found: how they narrowed it down, the fix, and the test that keeps it fixed. |
| Technical judgment | 20% | Describes a build-versus-buy or tech-debt call they made, the options they rejected, and how it aged. |
| Collaboration | 15% | Gives an example of changing a teammate's mind, or having theirs changed, in a design review. |
| Ownership | 10% | Talks about on-call, incidents, and follow-through after launch, not only the launch. |
Red flags
- Every project story uses "we" and never "I".
- Cannot say what they would do differently on their best project.
- Blames other teams for every incident.
Product Manager interview scorecard
For a PM who owns a roadmap and ships with an engineering team.
| Competency | Weight | What earns a 3 |
|---|---|---|
| Product sense | 25% | Picks a user problem worth solving, sizes it, and explains why now. |
| Prioritization | 25% | Shows a real trade-off: what they said no to, who pushed back, and the data they used. |
| Execution | 20% | Describes a launch that slipped, what they cut, and how they kept stakeholders informed. |
| Data fluency | 15% | Names the metric they moved, the baseline, and how they knew the change caused it. |
| Stakeholder management | 15% | Gives an example of aligning a skeptical exec or a sales team on a decision they disliked. |
Red flags
- Talks about features shipped, never outcomes.
- Cannot name a metric for their last launch.
- Every roadmap decision came from the CEO.
Engineering Manager interview scorecard
For a manager of 5 to 10 engineers who still makes technical calls.
| Competency | Weight | What earns a 3 |
|---|---|---|
| People development | 25% | Names an engineer they grew, what changed, and how long it took. |
| Performance management | 20% | Walks through a hard performance conversation: the evidence, the plan, the outcome. |
| Delivery | 20% | Explains how they forecast, what they do when a project slips, and how they tell leadership. |
| Technical judgment | 20% | Shows they can challenge a design without taking it over. |
| Hiring | 15% | Describes the bar they hire to and a candidate they rejected that others liked. |
Red flags
- Has never let anyone go or put anyone on a plan, at any point.
- Attrition on their team is "not something I track".
- Still writes most of the critical code personally.
Account Executive (B2B SaaS) interview scorecard
For a quota-carrying AE selling mid-market or enterprise deals.
| Competency | Weight | What earns a 3 |
|---|---|---|
| Quota track record | 25% | Gives attainment by year with the quota number, deal count, and average deal size. |
| Discovery | 25% | In a role play, asks about the buyer's cost of doing nothing before pitching anything. |
| Deal management | 20% | Walks through a deal from first call to close: who signed, who blocked, how long. |
| Objection handling | 15% | Answers a pricing objection with value, not a discount. |
| Coachability | 15% | Names feedback from a manager that changed how they sell. |
Red flags
- Cannot give a quota number, only "top performer".
- Every lost deal was price.
- Pipeline came entirely from inbound they did not work for.
Customer Success Manager interview scorecard
For a CSM who owns renewals and expansion on a book of accounts.
| Competency | Weight | What earns a 3 |
|---|---|---|
| Retention results | 25% | Gives gross and net retention for their book and how they influenced each. |
| Account planning | 20% | Describes how they spot a churn risk early and what they did about the last one. |
| Executive communication | 20% | Explains how they ran a business review with a customer VP. |
| Problem solving | 20% | Walks through an escalation: the root cause, the fix, and what changed after. |
| Commercial instinct | 15% | Names an expansion they found and how they handed it to sales or closed it. |
Red flags
- Measures success by tickets closed, not renewals.
- Has no story about a customer they lost.
- Avoids the commercial side entirely.
Senior Financial Analyst (FP&A) interview scorecard
For an FP&A analyst who builds the forecast and partners with a business unit.
| Competency | Weight | What earns a 3 |
|---|---|---|
| Financial modeling | 30% | Builds or walks through a three-statement or driver-based model and explains every assumption. |
| Forecast accuracy | 20% | Gives their forecast variance, why it missed, and what they changed. |
| Business partnering | 20% | Describes a decision a business leader made because of their analysis. |
| Communication | 15% | Explains a variance to a non-finance audience in two minutes. |
| Attention to detail | 15% | Talks about the checks they run before a number leaves their desk. |
Red flags
- Cannot explain their own model without opening it.
- Forecast misses are always "the business changed".
- Has only ever reported numbers, never recommended anything.
A scorecard is only as good as the evidence behind it. Check the resume first with the resume red flag checker, and confirm what you heard with reference check questions built from the same competencies.
Who Is This Tool For?
Next steps in the hiring workflow
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