Scorecards and decisions

Score the evidence, then decide on it together.

Every score sits on a question, with strengths, concerns, and notes beside it. Scores lock before anyone sees anyone else, so the panel compares one honest set of evidence and lands the offer where the hire started.

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Per-question scoring

Every score sits on a question.

Panelists score the same scorecard, one question at a time, on a 5-point scale. Strengths and concerns go next to the score, and a free-text note keeps the reasoning attached to the number. When you compare later, the evidence is right where the score is, not in a separate doc.

One scorecard, the same questions for every candidate
Strengths and concerns captured beside each score
A free-text note keeps the reasoning on the question

The lock

Scores lock before anyone sees anyone else.

Each panelist scores on their own. No one can open the side-by-side comparison until their own scorecard is locked, so a strong opinion in the room cannot quietly pull the rest of the panel. It is the order things happen in, not a record to argue over later.

You score before you see another panelist’s scores
The comparison stays sealed until everyone has locked
A mechanism, not a paper trail

Compare & calibrate

See where you agree, and where you do not.

Once everyone is locked, the same scorecard lines up side by side with a per-question average. Where the panel diverges, a plain gap badge marks it so you talk it through instead of averaging it away. A calibration line shows where each panelist leans versus the team, as a starting point for the conversation, never a verdict.

Side-by-side scores with a per-question average
Divergence flagged so the panel discusses it
A per-interviewer lean, as process not judgement

Offers & approvals

Land the offer where the hire started.

When the panel decides, the offer goes out from the same pipeline you have worked the candidate across. Build it from a template, route it through an approval chain, and let a hiring manager review and sign off in their own portal. Offers sent and offers pending approval sit in the same place, so nothing slips between tools.

Offer templates so you are not starting from blank
An approval chain a hiring manager signs off on
Sent and pending offers in the same pipeline

What's inside

Everything a panel needs to decide.

The parts that keep a decision honest and in one place, with no compliance theatre bolted on.

Per-question scorecards

Every score is tied to a question, on the same card for every candidate.

Strengths & concerns

A two-sided read next to each score, with a free-text note for the why.

The scoring lock

No one sees another panelist’s scores until their own are locked in.

Side-by-side compare

The same scorecard lined up, with a per-question average and gap flags.

Calibration

Where each panelist leans versus the team, as a talking point not a verdict.

Offers & approvals

Templates, an approval chain, and a hiring-manager portal to sign off.

Good to know

Questions, answered plainly.

It sets the order. A panelist scores their own card first, and the side-by-side comparison stays sealed until everyone has locked. That way one strong voice in the room cannot pull the rest of the panel before they have committed their own read. It is a mechanism for scoring independently, not a record kept to prove anything after the fact.

Pairs well with

Structured interviewsBuild the plan, the question bank, and the schedule before the call.Live interview co-pilotRun the plan in a cockpit, with per-question timing and live scoring.

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Run your next interview on the same standard for every candidate.

A complete applicant tracking system, postings, pipeline, scheduling, and offers, with structured interviewing built into the core. I'm early, by design, and I'm building it with a short list of teams who care about getting this right. It's a narrow door on purpose.

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