Define what matters for the role before the interview. Every interviewer rates the same criteria on the same scale, with notes alongside. The final decision sits on data, not on who spoke loudest.
One scorecard per role. Filled in-app, with notes.
Define the criteria you want every interviewer to rate against: 'JavaScript depth', 'system design', 'team fit', whatever the role demands. Interviewers fill the scorecard inside Join during or after the interview, with free-text notes per criterion. Same scorecard for every interviewer on the panel; no scoring after the fact, no missing feedback.
Define criteria before the interview, not after
Interviewers fill the scorecard during or immediately after the call
Free-text notes per criterion sit alongside the rating
02
Panel scores on the candidate profile, not on a spreadsheet.
When the round closes, every interviewer's scores aggregate on the candidate's profile alongside their notes. Disagreements are visible and addressable. Comparing candidates means clicking between profiles; the data is there, even if the cross-candidate grid isn't yet.
Every interviewer's scores aggregate on the candidate profile
Disagreements are visible and addressable in one place
No spreadsheet, no chasing feedback after the round closes
Interview scorecards FAQ
Can I build my own scorecard?
Yes. Start from an existing template, or create your own criteria and questions. Choosing a template, adapting it and filling it in are covered in the Join scorecards documentation.
When should an interviewer fill it in?
During the interview or straight after. Agree the moment as a team, so each interviewer writes down their own read before the joint discussion starts rather than after it.
What if a candidate is in the running for several jobs?
You pick the job the scorecard belongs to when you add it. That keeps the assessment tied to the right application instead of to the person in general.
Does the scorecard make the hiring decision?
No. It organises criteria, ratings and reasoning. How that evidence is weighed, and who gets hired, stays with your recruiters and hiring managers.
