CareerATS
Recruiting resources

Interview scorecard template

Create a consistent, evidence-based interview process with defined competencies, a shared rating scale, structured notes, and a clear recommendation.

Download scorecard CSV Use it in CareerATS

Published: September 15, 2026

Use this resource to

  • Define evaluation criteria before interviews begin.
  • Separate evidence from intuition and general impressions.
  • Compare interviewer feedback using the same rating scale.

Part 1

Scorecard details and rating scale

Complete the context first, then ask every interviewer to use the same anchored scale.

  • Opening, candidate, interview stage, interviewer, and date
  • 1 — no evidence; 2 — below requirement; 3 — meets requirement; 4 — exceeds requirement; 5 — exceptional evidence
  • Use “not assessed” instead of guessing when the interview did not cover a competency.

Part 2

Job-related competency ratings

Replace or refine these competencies before interviewing so they reflect the actual work.

Ready-to-copy template 
Competency: Role knowledge
Rating (1–5 or Not assessed):
Evidence:

Competency: Communication
Rating (1–5 or Not assessed):
Evidence:

Competency: Problem solving
Rating (1–5 or Not assessed):
Evidence:

Competency: Collaboration
Rating (1–5 or Not assessed):
Evidence:

Competency: Motivation for this role
Rating (1–5 or Not assessed):
Evidence:

Part 3

Overall recommendation

Complete the scorecard independently before discussing the candidate with other interviewers.

Ready-to-copy template 
Top job-related strengths:

Unresolved job-related concerns:

Evidence to verify in the next step:

Recommendation: Strong no / No / Yes / Strong yes

Recommendation rationale:

Inside CareerATS

Collect scorecards with each interview.

CareerATS keeps interviewer ratings and recommendations with the interview and applicant, then summarizes scorecard completion and results in reporting.

Follow the product guide

See how CareerATS interviewers record competency ratings and recommendations.

Use interview scorecards →

Frequently asked questions

What should an interview scorecard measure?

Measure competencies that are genuinely related to successful job performance. Define them before interviews and require evidence for every rating.

Should every interviewer use the same scorecard?

Use a consistent core scorecard for comparability, while assigning certain competencies or questions to specific interviewers when appropriate.

What should not appear on a scorecard?

Do not evaluate protected characteristics or unrelated personal information. Use job-related criteria and have qualified counsel review your hiring process when necessary.

Put the template into a repeatable workflow.

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