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Scorecards are structured questionnaires your team fills in after evaluating a candidate. Instead of free-form impressions, every interviewer rates the same criteria, so candidates are compared fairly and hiring decisions are backed by data.

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Creating Scorecards

Scorecards are managed as reusable templates. Create a template once, then attach it to as many pipeline stages as you like.
1

Open the Scorecards templates page

Go to Account → Templates → Scorecards.
2

Create a new template

Give the template a name, for example “Technical Interview Scorecard”. Names can be up to 100 characters.
3

Define the criteria

New templates start with four default criteria. Add your own, remove ones you do not need, and drag to reorder them. At least one criterion must remain.
4

Save the template

The template is now available in the scorecard dropdown when you configure supported pipeline stages.
The default criteria gives you a sensible starting point:
Create separate templates for different rounds, such as a phone-screen template with broad criteria and a technical-round template with deeper ones. Interviewers then rate only what their round is designed to assess.

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Attaching Scorecards to Stages

Scorecards attach to the pipeline stages where a human evaluates the candidate. Assessments and AI interviews are scored automatically, so they do not use scorecards. To attach a template, open the job’s Candidate Pipeline settings, select a supported stage, and pick the template from the scorecard dropdown. See Pipeline Stages for the full stage configuration options.
The same template can be attached to stages across multiple job openings. Alongside the scorecard, each stage can also have its own email templates and an assignee.

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Filling In a Scorecard

When a candidate reaches a stage with a scorecard attached, evaluators fill it in from the candidate’s profile.
1

Open the candidate

From the applications dashboard, open the candidate details panel.
2

Rate each criterion

Give a star rating for every criterion on the scorecard. Equip computes an overall score from your ratings.
3

Submit

The submission is logged in the candidate’s Candidate Journey timeline as a “submitted scorecard” event, attributed to the team member who filled it in.
Opening an existing scorecard and submitting it again always creates a new scorecard event. It does not overwrite the earlier submission, so treat each submission as a fresh evaluation.

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Scores in Analytics

Scorecard results do not stay siloed on individual profiles. They roll up in two places:
  • Candidate profile: submitted scorecards appear on the Candidate Details tab alongside test scores, fit score, and other evaluation data, and every submission is logged in the Candidate Journey.
  • ATS Insights: The Avg scorecard by recruiter chart in the Team section averages scorecard results per recruiter, so you can spot evaluators who rate consistently harsher or more leniently than the rest of the team.
Reviewing average scores by recruiter is a quick calibration check. If one interviewer’s averages drift far from the team’s, align on what each star rating should mean before your next round of interviews.
  • Pipeline Stages - Configure the stages where scorecards can be attached
  • Candidate Profile - Where submitted scorecards and the Candidate Journey live
  • ATS Insights - Team analytics, including the average scorecard by recruiter chart
  • Email Templates - The other reusable templates you can attach to pipeline stages