Configuring the interview scorecard for a job

Why scorecards?

A scorecard turns "I liked them" into structured ratings against named criteria. This makes hiring decisions easier to compare across candidates and less prone to drift between interviewers.

Where to set it up

Two places:

• Per-job — open the job and click the Interview Scorecard tab.
• Reusable templates — at Settings → Evaluation Templates. Build once, reuse across jobs.

The Evaluation Templates page is described as "Create AI-powered evaluation templates for candidate assessment".

Two feedback types

CVViZ supports two scorecard structures, picked at the job (or template) level:

Basic Feedback

"A single overall rating plus a remarks field. Best when you want quick, lightweight interview notes."

Use this for:

• Phone screens and short qualification calls.
• Recruiter-led screens where deep technical scoring isn't needed.
• Volume / hourly hiring where speed matters more than detail.

Detailed Feedback

"A scorecard broken into technical skills, soft skills, and an overall rating. Best when multiple interviewers need to compare notes."

Use this for:

• Engineering / specialist roles with technical depth to assess.
• Onsite loops where multiple panelists rate the same candidate.
• Senior roles where you want a defensible decision trail.

Detailed Feedback structure

A Detailed scorecard has criteria split into two categories:

• Technical criteria — feedback type T. The "Add Technical Criteria" button has placeholder "e.g. System Design".
• Soft Skill criteria — feedback type S. The "Add Soft Skill Criteria" button has placeholder "e.g. Communication".

Each criterion has:

• Criteria name — what's being rated.
• Description (criteria_info) — guidance for the interviewer on what a good answer looks like.
• Input type — how the rating is captured.

Building a scorecard on a job

1. Open the job and go to the Interview Scorecard tab.
2. Pick the feedback type (Basic or Detailed).
3. For Detailed, add Technical and Soft Skill criteria. For each, give it a name, a short description, and pick the input type.
4. Save & Continue to advance to the next tab.

Building a reusable Evaluation Template

1. Go to Settings → Evaluation Templates.
2. Click + New Template.
3. Fill in:
   • Template Name
   • Description
   • Feedback type and criteria
4. Save. The template appears with its name, description, and Created At.

Reusable templates are useful when you hire often for similar role families — define once, apply to each new job.

Best practices

• Pick the right type. Basic for screens, Detailed for full interviews. Don't force Detailed everywhere — it slows interviewers down.
• 3–6 criteria per scorecard. More than that and panelists skim.
• Write good descriptions. The criteria_info field is where you tell panelists what "good" looks like — use it.
• Avoid vague criteria like "culture fit". Replace with specific behaviors.
• Calibrate regularly. Pull a handful of submitted scorecards quarterly and check that ratings are landing where you expect.