Scorecards and feedback
Record interview feedback that is still worth reading months later — evidence over adjectives, calibrated across interviewers.
Prerequisites: a completed interview where you were an interviewer.
Complete a scorecard
Open the interview
After the interview, open it from the candidate's profile or your interviewer view.
Score and substantiate
Rate the candidate against the interview's criteria, then record the specific strengths and weaknesses you observed. Write evidence, not adjectives — "walked through a migration she led, quantified the rollback plan" travels further than "strong technically."
Submit promptly
Submit while the interview is fresh. Scorecards written days later drift toward general impressions, which is exactly what structured scoring exists to prevent.
How scorecards aggregate
The candidate's profile rolls your team's scorecards into one view: the average interview score, the number of interviews behind it, aggregated key strengths and weaknesses across interviewers, and an AI recommendation derived from the scored evidence. One enthusiastic interviewer cannot quietly outvote three lukewarm ones — the aggregate makes the spread visible.
Calibration basics
Scores only compare if interviewers mean the same thing by them. Three habits keep your team calibrated:
- Score independently first. Submit your scorecard before reading anyone else's or discussing the candidate. Anchoring is the fastest way to make five scorecards worth one.
- Anchor the scale. Agree as a team what a 3 means versus a 4 for each criterion, with named examples. Revisit when scores cluster suspiciously.
- Review the spread. Your committee and calibration analytics show how interviewers score relative to each other over time. A consistently generous or harsh interviewer is a calibration conversation, not a math problem to average away.
Decide from evidence, not averages
The aggregate score is a summary, not a verdict. When scorecards disagree, the disagreement is the signal — read the written strengths and weaknesses before the hiring decision, not only the number.
Where feedback lives
All structured feedback stays attached to the candidate within your company:
| Feedback | Where you find it |
|---|---|
| Interview scorecards | The candidate's profile, per interview and aggregated |
| Advance signals and notes | The candidate's timeline, recorded at each stage move |
| Decline feedback | The candidate's record and your audit trail |
Candidates never see scorecards or internal notes. Club AI does read them — your feedback trains the matching that builds your next shortlist.