The Hiring Scorecard
A bad hire costs multiples of their salary, and most bad hires interviewed brilliantly. This scorecard forces clarity before you post the role, structures your interviews around evidence instead of charm, and gives every candidate a comparable score.
Define the outcomes of the role before the interview
Evidence based questions that expose real ability
A scoring grid that makes candidates comparable
The 5 red flags most founders notice too late
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This is for you if…
- ✓Founders making their first key hires
- ✓Teams burned by a recent hiring mistake
- ✓Agencies scaling delivery teams fast
Skip it if…
- ✕Enterprise HR teams with mature processes
- ✕Anyone hiring purely on referrals and trust
Questions, answered.
Does this work for freelancers and contractors?
Yes. The outcome definition and scoring grid work identically. Only the commitment length changes.
Will structure scare off good candidates?
The opposite. Strong candidates respect a clear process. Only weak candidates prefer vibes based interviews.
How long does it take to set up per role?
About 15 minutes to define outcomes and pick questions. That small investment routinely saves months of regret.
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