Candidate scorecard builder

Candidate Scorecard Builder

Purpose

Convert a job description into a structured interview scorecard that separates domain excellence from leverage, so interviewers score evidence instead of impressions.

When to use

• A new role is opening and no scorecard exists.
• An existing scorecard lists responsibilities instead of measurable signals.

Instructions

1. Read the job description and extract: the core outcome of the role, its top three recurring workflows, and the stakeholders it serves.
2. Define 4-6 must-have competencies. Each must be observable in an interview or work sample. Reject anything that cannot be evidenced.
3. Map each competency to one of the six pillars: Architect, Entrepreneur, Operator, Auditor, Explorer, Multiplier. Flag any pillar that is critical for the role but unscored.
4. For each competency, write:
   • one behavioural question ("tell me about a time…"),
   • one scenario question ("how would you approach…"),
   • a 1-4 rating anchor describing what a 1 and a 4 actually look like.
5. Add one work sample task that uses the real tools of the role, timeboxed to 60 minutes.
6. Output as a markdown table: Competency | Pillar | Question | Evidence of 4 | Evidence of 1.
7. End with three disqualifying signals specific to this role.

Rules

• Never invent requirements that are not implied by the job description.
• Prefer fewer, sharper competencies over long lists.
• Every competency must be scoreable by two different interviewers with the same result.