The Hiring Scorecard for Revenue Roles.
More questions won't fix a hiring process where every interviewer is scoring a different thing. A shared scorecard will.
Most panels interview the wrong way
- The wrong panel: every interviewer asks their own favorite questions, "I liked them" counts as a signal, best-on-paper and best-in-the-room get conflated.
- The right panel: every interviewer scores the same five dimensions, evidence beats impression, scores get compared after, not during.
The five dimensions: score these on every candidate, every role, every time
- Track Record: what actually happened in their last two roles, verified, not the highlight reel.
- Process Discipline: whether they have a repeatable way of working, or results depended on personality and hustle that won't transfer.
- Coachability: how they respond when you push back on an answer in the room.
- Judgment Under Ambiguity: how they think through a real, unresolved scenario from your business.
- Values Fit: measured against specific behavior you would actually observe on the job, not "would I grab a beer with them."