A scorecard is a set of custom evaluation criteria (for example, "Communication skills", "Technical depth", "Cultural add") that every reviewer on the position rates each candidate against. Set up a scorecard in the position's Settings → Reviews & scoring tab, or during interview creation. Criteria lock once the first reviewer submits ratings, so align your team on the criteria before reviews start.
How to set up a scorecard
To set up a scorecard, open the position's Settings tab and configure the criteria under Reviews & scoring.
Open the position from the Positions list.
Click the Settings tab.
Scroll to Reviews & scoring.
Click Set up scorecard.
Add each criterion you want reviewers to rate. Use short labels ("Communication skills", not "How well the candidate communicates ideas to a diverse audience").
Drag to reorder if you want a specific order on the evaluation panel.
Click Save.
You can also set up the scorecard during interview creation. Open Step 4: Review and activate and use the Scorecard block there. Same result either way.
How reviewers use the scorecard
Once the scorecard is saved, every reviewer on the position sees the criteria as a star-rating list in the Your Evaluation section of the candidate profile's evaluation panel. Each reviewer rates each criterion independently; the Team section aggregates per-criterion averages once everyone has submitted.
See How do I submit reviews and use scorecards? for how reviewers interact with the scorecard.
Locking behavior
Once any reviewer has submitted criterion ratings on the scorecard, the criteria lock. You can't add, remove, or reorder them after that.
This is deliberate. It keeps the criteria consistent across every reviewer's submission, so the Team averages compare apples to apples. If you realize you need a different criterion mid-review, you have two options:
Keep the current scorecard and track the new dimension in Notes.
Close the position and duplicate it with the corrected scorecard. Past reviews don't carry over to the new position.
Tips on choosing criteria
Count — keep it to 3–6 criteria. More than that and reviewers skim.
Observability — make each criterion observable in the interview. Rate what you can actually see from the candidate's responses, not personality traits you'd need a longer conversation to assess.
No overlap — "Communication" and "Presence" often measure the same thing; pick one.
Alignment — decide the criteria with the hiring team before reviews start. The lock behavior rewards agreement in advance.