Definition
Structured scoring rubric — A structured scoring rubric is a fixed set of evaluation criteria, usually a handful of dimensions relevant to a role, each paired with a rating scale and often written descriptions of what a low, middle, and high score look like. Every interviewer evaluating candidates for that role uses the same rubric, scoring the same dimensions on the same scale, instead of writing a free-form impression that varies by person. A rubric for a sales role might score communication, objection handling, and process discipline, while one for an engineering role might score technical depth, problem-solving, and code quality, built around what the specific role requires. The point is comparability: without a shared rubric, two interviewers can walk away from the same candidate with different overall impressions shaped by what each happened to notice. A rubric also gives interviewers a reference point mid-conversation, prompting them to ask about a dimension they might otherwise skip. Building a good one takes real work, defining dimensions specific enough to score consistently rather than a vague category like culture fit that different people interpret differently.
A rubric usually gets built during interview design, before any candidate is scheduled, based on what the role actually requires. It then feeds directly into the interview scorecard each interviewer fills out, and into how a hiring team compares candidates once every round is done.
A rubric with vague or overlapping dimensions produces scores that look precise but aren't consistent between interviewers.
The Intervieux angle
When an employer sets up a job on Intervieux, the platform drafts the scoring traits and rubric for that specific role automatically, alongside the generated interview questions, so every AI interview for the job scores candidates against the same defined criteria.
Frequently asked questions
What's on a typical structured scoring rubric?
A handful of role-specific dimensions, like technical depth or communication, each with a rating scale and often a written description of what a low, middle, and high score looks like for that dimension.
Why not just let interviewers give their overall impression?
A free-form impression varies by interviewer, since each person tends to weight different things without realizing it. A shared rubric forces everyone to score the same specific dimensions.
Does a rubric replace an interviewer's judgment?
No. It structures the judgment rather than removing it. An interviewer still decides the score for each dimension, they're just scoring the same defined things every other interviewer scores.
Related pages
Score every candidate the same way
Intervieux drafts a job-specific rubric automatically when an employer sets up a role, so scoring stays consistent across every AI interview for that position.