Hiring panels often decide on gut feel and cannot explain the choice later. This interview scorecard sets out the criteria, a 1 to 5 score for each competency and a clear decision box, so every candidate is judged the same way and the debrief starts from evidence.

The sample follows Tallowfield Group, a fictional company, hiring an operations manager from three candidates. It shows yes or no checks, a score table with totals, a gap rule and the decision with next steps. Replace the role, competencies, scores and names with your own.