Evaluation templates library

Manage your reusable interview scorecards (Evaluation Templates) — Basic vs Detailed feedback types.

Where to manage

Settings → Evaluation Templates.

Page header: Evaluation Templates. Subtitle: "Create AI-powered evaluation templates for candidate assessment".

The templates table

Three columns:

  • Template Name
  • Description
  • Created At

Top-right button: + New Template.

Two feedback types

Each template uses one of two structures, set on the template (or directly on a job's Interview Scorecard tab):

Basic Feedback

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

Use for screens, quick conversations, recruiter calls.

Detailed Feedback

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

Use for technical interviews, onsite loops, senior-role panels.

Detailed scorecard structure

Detailed templates have three sections:

  • Technical Skills — criteria with.
  • Soft Skills — criteria with.
  • Overall — fixed: an Overall Rating field plus Remarks.

Each criterion has:

  • Criteria name — what's being rated.
  • Description — guidance for the interviewer.
  • Answer type:
    • R — Rate (star/score input).
    • T — Text remarks.
    • S — Structured score input.

Creating a template

  1. Click + New Template.
  2. Set name and description.
  3. Pick feedback type (Basic / Detailed).
  4. For Detailed, add Technical and Soft Skill criteria with names, descriptions, and answer types.
  5. Save.

Applying a template to a job

From a job's Interview Scorecard tab, pick the template (or build the scorecard inline). See Interview scorecards: building and assigning.

Common templates to build

  • Generic phone screen (Basic) — quick rating + remarks.
  • Engineering — IC technical (Detailed) — code quality, problem solving, system design + soft skills.
  • Engineering — manager (Detailed) — adds people leadership and cross-functional skills.
  • Sales — closer (Detailed) — pipeline management, discovery, objection handling.
  • Behavioral / culture add (Detailed) — same across most onsite loops.

Tips

  • Pick Basic for screens, Detailed for full interviews. Don't force Detailed everywhere.
  • Use the criterion description field — it's where you tell panelists what "good" looks like.