Hiring Scorecard Generator
Build a structured, bias-reducing hiring scorecard that lets an interview panel make consistent, evidence-based decisions for any role.
Contents
references/output-template.md -- the full 9-section scorecard.md structure with every block, table, and per-section guideline.references/competency-library.md -- which competencies to score by role type (technical IC, non-technical IC, manager, executive).references/usage-and-customization.md -- how to use the output, focus modes, biases prevented, format adaptations, and legal/compliance reminders.
Inputs
Job Title and Requirements are required; ask before generating if either is missing. The rest sharpen the output: Team Context, Level/Seniority, Role Type, Industry, Interview Panel, Compensation Band, Urgency/Timeline.
Workflow
- Gather role context. Confirm job title, level, team structure, reporting line, and business need. Ask for missing required inputs.
- Define criteria. Separate must-have from nice-to-have qualifications, each specific and observable with a verification method. See
references/output-template.md Section 2.
- Select competencies. Choose 6-10 competencies for the role using
references/competency-library.md.
- Build the scoring rubric. Anchor each competency to the 1-5 behavioral scale. See
references/output-template.md Section 3.
- Generate interview questions. Write 3-4 behavioral/situational questions per competency with follow-up probes and "what good/bad looks like". See
references/output-template.md Section 4.
- Create the evaluation matrix. Produce the independent interviewer scoresheet. See Section 5.
- Identify flags. List 8-12 concrete red flags and 8-12 green flags tied to observable behavior. See Section 6.
- Draft reference checks. Produce targeted reference questions that surface real signal. See Section 7.
- Add debrief guide and appendix. Include the debrief agenda, decision framework, anti-bias checklist, scoring calculator, and panel/comparison templates. See Sections 8-9.
- Write the file. Output a single
scorecard.md in the working directory (or a user-specified path), assembled from all nine sections and ready to hand to a panel without further editing.
For focus modes (technical, leadership, sales/GTM, creative, operations, culture-heavy), format adaptations, and legal/compliance reminders, see references/usage-and-customization.md.
1---2name: hiring-scorecard3description: Creates structured hiring scorecards for any role. Takes job title, requirements, and team context. Generates comprehensive scorecard with weighted scoring rubric, interview questions per competency, evaluation matrix, red/green flags, and reference check questions.4---56# Hiring Scorecard Generator78Build a structured, bias-reducing hiring scorecard that lets an interview panel make consistent, evidence-based decisions for any role.910## Contents1112- `references/output-template.md` -- the full 9-section `scorecard.md` structure with every block, table, and per-section guideline.13- `references/competency-library.md` -- which competencies to score by role type (technical IC, non-technical IC, manager, executive).14- `references/usage-and-customization.md` -- how to use the output, focus modes, biases prevented, format adaptations, and legal/compliance reminders.1516## Inputs1718Job Title and Requirements are required; ask before generating if either is missing. The rest sharpen the output: Team Context, Level/Seniority, Role Type, Industry, Interview Panel, Compensation Band, Urgency/Timeline.1920## Workflow21221. **Gather role context.** Confirm job title, level, team structure, reporting line, and business need. Ask for missing required inputs.232. **Define criteria.** Separate must-have from nice-to-have qualifications, each specific and observable with a verification method. See `references/output-template.md` Section 2.243. **Select competencies.** Choose 6-10 competencies for the role using `references/competency-library.md`.254. **Build the scoring rubric.** Anchor each competency to the 1-5 behavioral scale. See `references/output-template.md` Section 3.265. **Generate interview questions.** Write 3-4 behavioral/situational questions per competency with follow-up probes and "what good/bad looks like". See `references/output-template.md` Section 4.276. **Create the evaluation matrix.** Produce the independent interviewer scoresheet. See Section 5.287. **Identify flags.** List 8-12 concrete red flags and 8-12 green flags tied to observable behavior. See Section 6.298. **Draft reference checks.** Produce targeted reference questions that surface real signal. See Section 7.309. **Add debrief guide and appendix.** Include the debrief agenda, decision framework, anti-bias checklist, scoring calculator, and panel/comparison templates. See Sections 8-9.3110. **Write the file.** Output a single `scorecard.md` in the working directory (or a user-specified path), assembled from all nine sections and ready to hand to a panel without further editing.3233For focus modes (technical, leadership, sales/GTM, creative, operations, culture-heavy), format adaptations, and legal/compliance reminders, see `references/usage-and-customization.md`.
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