A step-by-step framework to help you define exactly what success looks like before you interview a single candidate.

A great scorecard keeps you focused on outcomes, not résumés — and ensures everyone on your team knows what “great” looks like.

The 7 Steps

• Step 1: Define the Mission of the Role
• Step 2: Identify the 3–5 Key Outcomes
• Step 3: Define the Core Competencies
• Step 4: Define the Cultural DNA
• Step 5: Add Your “Red Flags” Column
• Step 6: Assign Scoring Weights
• Step 7: Final Review

Sample Scorecard

https://docs.google.com/spreadsheets/d/1EOT_1IS1B7EXdKrLUsGWMSn43Hm69ir5/edit?usp=sharing&ouid=117282206120446798969&rtpof=true&sd=true

Final Thought

Most companies skip this step. They write job descriptions instead of scorecards. That’s why they end up hiring based on personality or resume polish instead of performance potential.

Put serious time into creating your scorecard and use it as a compass all throughout the interview process.

You’ll find that when your team starts using scorecards, interviews suddenly get sharper, faster, and more consistent because everyone’s measuring and judging candidates against the same standard.

This isn’t paperwork. It’s your blueprint for building a team of A-Players by design, not luck.