tinyhumansai Interview Scorecard
Run a consistent first-round interview and turn it into a scored, comparable record — not a gut feeling.
When to use
- A candidate advances to a first-round conversation.
- You need interviews that compare fairly across candidates.
Steps
- Map the role to three or four competencies to assess.
- Prepare one behavioral question per competency.
- Run the interview, capturing evidence, not impressions.
- Score each competency against the [[Screening rubric]].
- Recommend advance, hold, or pass with the evidence behind it.
Output
A per-candidate scorecard: competency scores, supporting evidence, and an advance / hold / pass call. The operator makes the final decision.