Free tool · 12
Interview Debrief Scorecard
Rate the candidate on what the role truly needs, write down what you saw and heard, and walk into the debrief with evidence, not gut feel.
Scorecard inputs
Debrief summary
Add the must-haves and at least one interviewer’s ratings, then select Build the debrief summary, or try the example.
Want finalists who score well on the must-haves?
Common questions
How do you run a good interview debrief?
Have every interviewer score on their own first, against the same must-haves. In the meeting, go must-have by must-have, share evidence before opinions, and let the most senior person speak last.
Why rate evidence instead of gut feel?
Gut feel tends to favor people who seem familiar. Evidence, meaning what the candidate actually said or did, keeps the decision tied to the job and makes it easier to explain.
What if interviewers disagree?
Big gaps in ratings are useful. Ask each person what they saw. Often they tested different things, and the answer is a focused follow-up question, not a vote.