Watch a Demo
export/icon/16/ui/play

Candidate Scorecard Software

Make choosing who to hire faster, fairer, and more objective.

Focus on what matters most, and make better decisions at every stage of the interview process with customizable candidate scorecards.

Focus on what matters

Give hiring teams a framework to evaluate candidates based on the factors that matter most.

Fair and objective

Reduce the risk of bias by scoring candidates against a consistent set of criteria.

Flexible and human

You can’t capture everything with numbers. Easily collate notes from your hiring team against each candidate.

How it works

Build your scorecards.

Create as many interview scorecards as you like. Most hiring teams use at least two scorecards for each vacancy – one for culture fit, another for technical skills specific to the role. Not sure where to begin? We’ll help craft some scorecard templates to get you started.

Consolidate feedback.

Each member of the hiring team scores each candidate on the same set of criteria.

Use different interview scorecards for each type of role and each stage of the interview process. No more chasing for feedback – send automatic reminders to people who’ve forgotten to complete a scorecard.
interview Scorecard Feedback

Easily identify the best candidates.

Use the aggregated scores to quickly rank candidates by the factors you care about most.
Organize Candidate Interview Scorecards

Candidate Scorecards Frequently Asked Questions

Q

What is a candidate scorecard?

A

A candidate scorecard (also called an interview scorecard, hiring scorecard, interview evaluation form, or candidate score sheet) is a tool used by hiring teams to score job candidates in a way that’s consistent, fair, and considers the most important criteria for the role.

Q

When should candidate scorecards be used?

A

Hiring teams can benefit from using scorecards at all stages of the interview process, from shortlisting to final interviews.

Q

Should scorecards be unique to each role?

A

Candidate scorecards are usually customized to each business / department / location / role. Whilst some criteria may be consistent across the whole business, each location, department, and job will likely have some unique criteria.

Matt Chatterley
Pinpoint allows us to easily manage, rank, and filter a large number of applications for a single position.
Matt Chatterley
Owner, Codentia

How innovative companies are improving their interview process

teamphoto-myinterview-ats-integration
Case study

myInterview is Making it Easier for People and Companies to Find Each Other

When myInterview first joined forces with Pinpoint, it was because a customer requested to roll out Pinpoint as their ATS in conjunction with myInterview so they could scale their team and their talent acquisition process.

Read case study
onevalley its case study team photo
Case study

How OneValley is Improving Diversity in Every Stage of their Candidate Funnel

What does it mean for recruitment when a non-profit organization merges with a mission-driven tech startup? For OneValley, it meant finding an ATS that delivered on diversity.

Read case study
Brooklyn Data Co Case Study with Pinpoint ATS
Case study

Removing Barriers to Entry and Using Data for Good with Brooklyn Data Co.

Brooklyn Data Co. (BDC), might have a U.S. city in their company name, but this small tech startup is truly global—their 31 employees represent 8 different countries (so far).

Read case study

Want to see Pinpoint in action?

We'd love to show you around. Watch our on-demand demo video today.