reph

Templates · People

Interview scorecard template

Structured evaluation against role competencies

Start with this template →Sign in

Opens on reph with the template ready to start. No account needed; sign in to keep your document.

Use it when

You just finished an interview and need to record evidence and a recommendation before the debrief, independently of the panel

Who it's for

RecruiterManagerEngineering managerTech lead

Part of a kit

Hiring and onboarding, step 2 of 4. Job description, interview scorecard, hiring debrief and a 30/60/90 onboarding plan.

Filled example

The template filled in for a made-up company, so you can see what good looks like.

Interview scorecard: senior backend engineer, onsite loop

Interviewer: Priya Raman · Date: 14 October 2026

Interview details

Candidate Role Interviewer Stage
Candidate B-112 Senior Backend Engineer, Payments Priya Raman Onsite, system design round

Competencies

Competency Evidence Score (1-4)
System design Designed a ledger service for Northwind's refund flow. Unprompted, separated the write path (append-only entries) from read models, and picked idempotency keys on the API boundary. Needed a hint to consider hot accounts. 3
Coding / execution Not covered in this round; see Marco's coding scorecard. n/a
Communication Talked through trade-offs before drawing. When I pushed on exactly-once delivery, said "I don't think we can promise that, here is what we can promise" and explained at-least-once plus dedupe. 4
Collaboration & ownership Described leading a migration off a shared database at a previous job, including the incident it caused and the runbook they wrote afterwards. Credited the team specifically. 3
Scoring rubric
Score Meaning
1 No evidence, or evidence against
2 Some evidence, with clear gaps for this level
3 Clear evidence at the level of the role
4 Evidence above the level of the role

Strengths

  • Reasons from failure modes first. Asked what happens when the bank webhook arrives twice before I mentioned it.
  • Honest about limits of the design, which is exactly what our on-call culture needs.

Concerns

  • Did not size the system until asked. Estimated 2,000 writes per second without checking it against our stated 40 million monthly transactions (closer to 15 per second on average, maybe 150 at peak). Worth probing in the hiring manager round.
  • Limited experience with Postgres partitioning, which our ledger relies on. Learnable, but it would slow the first quarter.

Overall recommendation

Questions asked

  1. Design a ledger for refunds and chargebacks across three payment providers.
  2. How do you guarantee a refund is never applied twice?
  3. Tell me about a migration that went wrong and what you changed afterwards.

The template

Show the blank template

Interview scorecard

Interviewer: [your name] · Date: [date]

Interview details

Fill this in before the interview starts, not after. It's easy to forget the stage once you're deep in notes.

Candidate Role Interviewer Stage
[your name]

Competencies

Score against evidence you actually heard, not a general impression. Cite the answer, not the vibe.

Competency Evidence Score (1-4)
System design
Coding / execution
Communication
Collaboration & ownership
Scoring rubric
Score Meaning
1 No evidence, or evidence against
2 Some evidence, with clear gaps for this level
3 Clear evidence at the level of the role
4 Evidence above the level of the role

Strengths

What would make you push to hire this person specifically, not generic positives.

Concerns

What would make you push back if someone else wanted to hire. Say it here, not just in the debrief.

Overall recommendation

Pick one (check one). "Leaning yes" isn't a recommendation, it's a hedge that pushes the decision onto someone else.

Questions asked

So the next interviewer doesn't repeat your questions and the panel gets full coverage.

Questions

When should I fill this in?
Within an hour of the interview and before the debrief, so other opinions cannot anchor yours
What does each score mean?
1 no evidence, 2 some evidence with gaps, 3 clear evidence at the level, 4 evidence above the level
Who can see my scorecard?
Share it only with the hiring panel and recruiter, and keep candidate personal data out of it

Fill it with your agent

Connect Claude to reph over MCP, then paste this. The draft arrives as suggestions you accept or reject section by section. How to connect Claude.

Find my reph doc "Interview scorecard" with search_docs, then read it with read_doc. Draft competency evidence, strengths and concerns only from my interview notes pasted here. Never look the candidate up or copy personal details (age, family, health, background). Leave scores and the recommendation blank for me. File it with suggest_edit, one replace_section op per section (heading line kept) so each can be accepted alone. Ask each open question (competencies my notes had no evidence for) with add_comment quoting that section's heading line, then call request_review with a one-line summary.

Related templates

Job description

Role summary, responsibilities, requirements and benefits

RecruiterManagerFounder

Hiring debrief

Structured hiring debrief: independent panel scores recorded before discussion, evidence by competency, concerns, a bias check and the hire or no hire decision

RecruiterManagerEngineering managerTech lead

Onboarding plan

30/60/90 day plan for a new teammate

ManagerEngineering managerTech leadOperations

1:1 notes

Recurring 1:1 agenda: wins, blockers, growth, action items

ManagerEngineering managerTech lead

Performance review

Self and manager review against goals and values

ManagerEngineering managerTech lead

Team charter

A team's mission, scope, members and roles, ways of working, rituals, decision rights and how to reach them

ManagerEngineering managerTech leadAnyone

Start with this template →Sign in