Interview Scorecard Generator

INTERVIEW SCORECARD — FRONTEND DEVELOPER
Stage: Technical round
Candidate: ____________________________   Date: ______________
Interviewer: __________________________

Rating scale: 1 = Strong no · 2 = Leaning no · 3 = Leaning yes · 4 = Strong yes
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1. Problem solving
   Rating: [ ] 1   [ ] 2   [ ] 3   [ ] 4
   Ask:
   • Walk me through the hardest problem you solved recently — how did you break it down?
   • Tell me about a time your first approach failed. What did you try next?
   Notes:
   ________________________________________________
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2. Coding
   Rating: [ ] 1   [ ] 2   [ ] 3   [ ] 4
   Ask:
   • Describe a piece of code you are genuinely proud of — what made it good?
   • How do you decide when code is ready to ship versus needs more work?
   Notes:
   ________________________________________________
   ________________________________________________

3. System design
   Rating: [ ] 1   [ ] 2   [ ] 3   [ ] 4
   Ask:
   • Design a system you know well from scratch — what would you do differently this time?
   • Tell me about a scale or reliability trade-off you made and how you chose.
   Notes:
   ________________________________________________
   ________________________________________________

4. Communication
   Rating: [ ] 1   [ ] 2   [ ] 3   [ ] 4
   Ask:
   • Explain a complex piece of your work as you would to a non-technical stakeholder.
   • Tell me about a time a miscommunication caused a problem — how did you fix it?
   Notes:
   ________________________________________________
   ________________________________________________

5. Culture add
   Rating: [ ] 1   [ ] 2   [ ] 3   [ ] 4
   Ask:
   • What kind of team environment brings out your best work?
   • Tell me about a strong opinion you hold about how teams should work.
   Notes:
   ________________________________________________
   ________________________________________________

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OVERALL RECOMMENDATION
[ ] Strong Hire   [ ] Hire   [ ] No Hire   [ ] Strong No Hire

Decision rationale (cite evidence from the interview, not gut feel):
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________________________________________________
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• Have every interviewer score independently before the debrief — shared opinions anchor scores.
• Decide the competencies before the interview, not after you have met the candidate.
• Use the same scorecard for every candidate in a role so scores stay comparable.