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Join waitlistCandidate Assessment Scorecard Template
546 words · ~3 min read
Role: [JOB TITLE]
Candidate: [NAME]
Date: [DATE]
Assessor: [RECRUITER NAME]
SECTION 1: EXPERIENCE FIT (25 points)
| Criterion | Weight | Score (1-5) | Notes |
|---|---|---|---|
| Years in comparable role | 5 pts | ||
| Scope of prior responsibility (revenue, team, geography) | 5 pts | ||
| Company stage match (startup/scale/enterprise) | 5 pts | ||
| Industry relevance | 5 pts | ||
| Functional depth (technical or domain expertise) | 5 pts | ||
| **Subtotal** | **25 pts** |
SECTION 2: TECHNICAL/COMPETENCY FIT (25 points)
| Criterion | Weight | Score (1-5) | Notes |
|---|---|---|---|
| Hard skills assessment (case study, technical interview) | 10 pts | ||
| Leadership competency (team size, turnaround, build experience) | 5 pts | ||
| Strategic thinking (planning, vision, execution track record) | 5 pts | ||
| Communication and influence | 5 pts | ||
| **Subtotal** | **25 pts** |
SECTION 3: CULTURAL ALIGNMENT (20 points)
| Criterion | Weight | Score (1-5) | Notes |
|---|---|---|---|
| Values interview alignment | 5 pts | ||
| Team reference feedback | 5 pts | ||
| Work style match (pace, autonomy, collaboration) | 5 pts | ||
| Founder/CEO chemistry (if applicable) | 5 pts | ||
| **Subtotal** | **20 pts** |
SECTION 4: MOTIVATION & STABILITY (15 points)
| Criterion | Weight | Score (1-5) | Notes |
|---|---|---|---|
| Reason for leaving (strength and authenticity) | 5 pts | ||
| Career trajectory logic | 5 pts | ||
| Counteroffer risk assessment | 5 pts | ||
| **Subtotal** | **15 pts** |
SECTION 5: COMPENSATION FIT (15 points)
| Criterion | Weight | Score (1-5) | Notes |
|---|---|---|---|
| Expectation vs. budget alignment | 5 pts | ||
| Equity/appreciation for non-cash elements | 5 pts | ||
| Relocation/flexibility willingness | 5 pts | ||
| **Subtotal** | **15 pts** |
TOTAL SCORE: [___] / 100
SCORE INTERPRETATION
90-100: Exceptional fit. Advance immediately with high confidence.
80-89: Strong fit. Minor concerns manageable through onboarding.
70-79: Conditional fit. Requires specific risk mitigation plan.
60-69: Marginal fit. Only advance if market is thin and client accepts trade-offs.
Below 60: Do not advance. Document reasoning for future reference.
RED FLAGS (Check any that apply)
[ ] Unexplained employment gap > 6 months
[ ] Pattern of short tenures (< 18 months) without growth logic
[ ] Negative reference feedback (substantive, not stylistic)
[ ] Compensation expectation > 120% of budget with no flexibility
[ ] Unable to articulate specific achievements (vague generalities)
[ ] Evasive about reason for leaving current role
[ ] Spouse/family concerns about relocation (not addressed)
[ ] Currently underperformance review or PIP at current company
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