A simple, structured system for making hiring fairer, faster, and more human—built for founders, hiring managers, and lean People teams.

📁 Sections

🎯 Role Frameworks

Use this to define what success looks like before interviews begin. Add or adjust competencies based on the role.

Role Key Competencies
Account Executive Communication, Objection Handling, Pipeline Ownership
Engineer Problem Solving, Technical Depth, Collaboration
Operations Process Thinking, Prioritisation, Stakeholder Comms

💬 Interview Questions

Each competency includes 1–2 behavioural prompts. Use these to guide consistent interviews.

Competency Example Prompts
Problem Solving “Tell me about a tough decision you had to make quickly.”
Communication “How do you adapt your communication for different audiences?”
Collaboration “Describe a time you navigated team conflict.”
Culture Add “What kind of environment brings out your best work?”

📊 Scorecard View

Use this 1–4 scale for all competencies to keep evaluations consistent across interviewers.

Scoring Guidance

Score Label Examples of Scoring Anchors
1 No structure Vague, off-topic, or unclear response
2 Some structure Some relevant ideas, but lacking clarity
3 Sound approach Clear, relevant response with structure
4 High clarity Insightful, tradeoffs explained, clearly aligned to the role

🧪 Sample Rubric Table

Competency Question Scoring Anchors
Problem Solving “Describe the toughest workplace problem you’ve had to solve and talk us through how you found a solution. What other options did you consider?” 1 – No process
2 – Limited structure
3 – Clear logic
4 – Excellent judgment
Communication “How have you found the most success when adjusting the same message for different audiences?” 1 – Rambling
2 – Surface-level
3 – Clear examples
4 – Strong tailoring & impact
Values Alignment “All work environments are different, what are the elements that bring out your best work?” 1 – Misaligned
2 – Vague
3 – Thoughtful
4 – Strong mission alignment

🧾 Feedback Example