# 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."

## Frequently asked questions

### Does this replace behavioral interview questions?

No, it's the scoring layer underneath them. Keep your best questions; use the scorecard so every interviewer's answer gets rated on the same scale.

### How many interviewers should score each candidate?

At minimum two, ideally three, scoring independently and comparing after, not during, so one strong personality in the debrief doesn't anchor everyone else's read.

### What if the scores disagree?

That's useful information, not a problem to average away. Dig into which specific dimension people disagree on.