What a scorecard should include
- The criteria for the role, the same for every candidate.
- A rating per criterion, from strong no to strong yes.
- Evidence for each rating: what the candidate said or did.
- An overall recommendation and who made it.
The problem with averages
If four interviewers say yes and one says strong no, the average looks like a comfortable yes. But the strong no may be about something that matters a great deal, such as how the candidate handled a security question. Showing the lowest verdict beside the average keeps that dissent visible.
| Round | Verdict |
|---|---|
| Coding round | Yes |
| Hiring manager | Strong yes |
| System design panel | Strong no |
| HR | Yes |
| Average / lowest | Looks like yes / strong no |
Common mistakes
- Reading other interviewers' scores before writing your own.
- Ratings with no evidence, which cannot be reviewed or defended.
- Writing up days later, from memory.
How SynergicHire's scorecard works
Screening, the coding round, the hiring manager, HR, and any panel or bar raiser all live on one record. A round is finished when someone writes it up, and interviewers are reminded when a write-up is owed. For hiring manager and HR rounds, a meeting notetaker or an upload captures audio and a transcript to draft from. The final outcome names the person who decided it.
Questions
Should interview scores be averaged?
An average is useful, but on its own it hides strong dissent. Show the lowest verdict beside it.
Who should see the scorecard?
The people involved in the decision. In SynergicHire, access follows workspace roles, and exports are audited.
Can AI fill in a scorecard?
AI can draft from a transcript, but a person reviews, edits and signs it off.