Definition
Interview scorecard — An interview scorecard is a structured form an interviewer completes after meeting a candidate, rating them on specific dimensions relevant to the role and adding short written justification for each score. It's built directly from a structured scoring rubric: the rubric defines what to score and the scale to use, and the scorecard is where an individual interviewer records a candidate's rating on each dimension, with enough written detail that someone who wasn't in the room can understand why the score landed where it did. A completed scorecard typically includes a rating per dimension, a short note explaining the reasoning, and often an overall recommendation, like advance, hold, or reject. Interviewers are generally expected to fill theirs out before discussing the candidate with others on the loop, so one person's opinion doesn't shape another's independent rating before it's recorded. Scorecards also build a record over time, letting a hiring team look back at what specifically drove a decision months later rather than relying on memory.
Scorecards get compared across an entire interview loop, not read one at a time. If interviewers score a candidate's technical depth similarly but disagree sharply on communication, that gap is worth digging into, and the written notes are usually where that conversation starts.
A scorecard with a number and no explanation is far less useful than one with specific reasoning attached.
The Intervieux angle
Every AI interview on Intervieux produces its own scorecard automatically: a written report scored across five dimensions, Overall, Communication, Technical, Behavioral, and Cultural Fit, each on a 0-10 scale with the reasoning spelled out, plus flags for things like an abrupt ending or a missing STAR structure in a behavioral answer.
Frequently asked questions
What's the difference between a scoring rubric and a scorecard?
The rubric defines the dimensions and scale used to evaluate every candidate for a role. The scorecard is the filled-in form where an individual interviewer records their actual scores and notes for one candidate.
When should an interviewer fill out a scorecard?
Right after the interview, before discussing the candidate with anyone else on the loop, so the scores reflect that interviewer's independent read rather than being shaped by someone else's opinion first.
Do scorecards include written notes or just numbers?
Both, in a well-built one. The numbers alone don't explain the reasoning behind a rating, which is what a hiring team actually needs when comparing candidates or resolving disagreement.
Related pages
See the scorecard behind every interview
Every AI interview on Intervieux produces a five-dimension scorecard with written reasoning behind each score, so both sides can see exactly what drove the result.