Choose questions and criteria for the role, then ask interviewers to record their own assessment in Join. Review their published scorecards together before deciding who moves forward.
Start with a template or create your own interview questions and attributes to assess. Interviewers can record answers and notes, rate attributes and explain their overall recommendation. Agree the criteria before interviewing so the team knows what evidence to collect.
Reusable templates with questions and role-specific attributes
Written answers and notes alongside the assessment
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Published assessments on the candidate profile.
Each scorecard stays private to its author until published. The candidate profile then shows the individual assessments; when several are submitted, Join also displays average ratings per attribute. Read the reasoning behind each rating when the team disagrees.
Draft feedback before sharing it with the team
View each published scorecard and its author
Review average attribute ratings across submitted scorecards
Choose the relevant job when a candidate has several active applications
What customers say about Join.Recruiters and hiring managers who use it.
“Scorecards give me structure. I know what information I still need, and I can write it up clearly for the hiring manager. They read it and have everything they need.”
Josephine StresiusRecruiting Lead, MARTENS & PRAHL GruppeRead the story
“The basics like job posting and application tracking got us started. But the deeper value came from features like scorecards and candidate notes”
“There was nothing to onboard into. I just started using it”
Cengizhan AkanRecruiter, Trigon Gruppe GmbHRead the story
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. For help choosing the questions themselves, see our guide to interview questions to ask candidates, with a trait-scored set for 51 SMB roles.
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.
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