Interview scorecards give your team a consistent framework for evaluating candidates at each stage. You can set them up in the default job template (so they apply to all new jobs automatically) or add them to individual jobs at any time.
Option 1: Add scorecards to the Default Job Template
Changes to the default template apply to all jobs created after the change. Existing jobs are not affected.
Go to Settings → Job Settings.
Click Edit on the Default Job Template.
Open the Interview Plan tab.
Find the stage where you want to add a scorecard and click Edit on that stage.
Click Add Interview, specify the interviewers, and click Save.
Once saved, click Configure Scorecard next to the interview you just added.
Fill in the scorecard details:
Interview Instructions — guidance notes for the interviewer
Skills — create skill categories and list the competencies required for the role
Questions — add structured questions you want the interviewer to ask or score
Click Save to finalize the scorecard.
Option 2: Add or edit scorecards on an existing job
To configure scorecards on a job that's already been created:
Open the job from the Jobs page.
Go to the Pipeline tab and click the Interview Plan icon (or access it via job settings).
Click Edit on the stage where you want a scorecard.
Add an interview and configure the scorecard using the same steps above.
How scorecards work during interviews
When a candidate reaches a stage with a scorecard, the assigned interviewers will see the scorecard in their interview view. They can score skills and answer structured questions directly in Recruiterflow, giving hiring managers a consistent basis for comparison.
Things to know
Scorecards are configured per stage, per job (or per default template). You can have different scorecards at different stages.
Changes to the default template do not retroactively update existing jobs.
Only users with appropriate permissions can edit job pipelines and scorecard configurations. Check with your Admin if you don't see the Edit option.
Skills can be grouped into categories (e.g., "Technical Skills", "Communication") to make scoring more structured.
Related articles