01 / Set the mandate
- Role and reporting line: [complete]
- Three outcomes expected in the first six months: [complete]
- Working arrangement, budget and decision owner: [agree before search]
Illustrative working sample · Hiring Support
Interview scorecard
A starter brief for a senior engineering hire. Adapt the criteria to the actual role; this is not a validated test or automated selection system.
Quantum Leaps / Working exampleAdapt to your context
02 / Agree what good looks like
- Technical judgement: explain a design decision, alternatives and trade-offs.
- Delivery: describe ownership of an outcome, constraints and what changed.
- Collaboration: show how disagreement, feedback and cross-functional decisions were handled.
03 / Record evidence, not impressions
- For each criterion record the question, relevant example, individual contribution and open questions.
- Use a shared scale: evidence missing / partly demonstrated / demonstrated. Keep “not assessed” separate.
- Give interviewers the same criteria; agree role-relevant accommodations and avoid unrelated personal information.
04 / Debrief and decide
- Compare independent notes before group discussion.
- Resolve missing evidence with a focused follow-up; do not treat missing evidence as a fact about ability.
- Record the decision owner, rationale and agreed candidate communication.
Illustrative starter material. No client or candidate information is included. Keep completed documents in your own approved systems.