Free tool
Job Description & Interview Scorecard Builder
Write a clear job description, check it for off-putting language, and give every interviewer the same questions and scorecard — so hiring decisions rest on evidence, not gut feel.
🔒 Everything stays in this browser — nothing is uploaded, including candidate names and scores. Keep candidate details minimal and back up to a file if you want to keep or share your work.
🔒 Saved only in this browser.
Next step for your new hire: build their first 90 days with the free 30-60-90 Day Onboarding Plan.
How it works
- Start from a template for common roles, then make it yours. Templates fill in responsibilities, requirements, competencies, and an interview plan.
- Keep must-haves short. List only what someone truly can't do the job without. Long must-have lists put off capable people, especially those who only apply when they tick every box.
- Check the language. The checker flags words that can signal "not for you" to some applicants and suggests neutral alternatives. It's a prompt to think, not a rulebook.
- Pick 4–6 competencies and ask every candidate the same behavioral questions. Anchors describe what a 1 and a 4 look like so interviewers score against the same bar.
- Score on your own, then discuss. Each interviewer fills in their scorecard with evidence — what the candidate said or did — before hearing anyone else's view. Big disagreements are worth a conversation.
Follow the employment laws that apply where you hire. Don't ask about age, family plans, pregnancy, religion, national origin, disability, or other protected characteristics. This tool is a practical aid, not legal or HR advice — check with an HR or employment-law professional if you're unsure.