Interview scorecards: building and assigning

Build reusable Evaluation Templates and assign Basic or Detailed scorecards to a job.

What an interview scorecard is in CVViZ

A scorecard is a structured form interviewers fill out after meeting a candidate. CVViZ has two layers:

  • Evaluation Templates — reusable scorecard patterns at the org level.
  • Per-job scorecard configuration — picks Basic or Detailed feedback type for the job and (for Detailed) defines the criteria.

Two feedback types

Set on the job's Interview Scorecard tab via:

  • Basic Feedback (value 1) — "A single overall rating plus a remarks field. Best when you want quick, lightweight interview notes."
  • Detailed Feedback (value 2) — "A scorecard broken into technical skills, soft skills, and an overall rating. Best when multiple interviewers need to compare notes."

Detailed scorecard structure

When a job uses the Detailed type, the scorecard has three sections:

  • Technical Skills — criteria you define per job.
  • Soft Skills — criteria you define per job.
  • Overall — fixed: an Overall Rating field and a Remarks field.

Each criterion has an:

  • R — Rate (star/score input).
  • T — Text remarks.
  • S — Structured score input.

Building reusable templates

  1. Go to Settings → Evaluation Templates.
  2. Click + New Template.
  3. Configure the template — name, description, sections and criteria.
  4. Save.

The Evaluation Templates table shows three columns:

  • Template Name
  • Description
  • Created At

Assigning to a job

  1. Open the job and go to the Interview Scorecard tab.
  2. Pick Basic or Detailed via FeedbackTypeSelect.
  3. For Detailed, add Technical and Soft Skill criteria — each with a name and answer type. Use the + Add Technical Criteria and + Add Soft Skill Criteria buttons.
  4. Save the tab.

What the scorecard looks like to interviewers

See Submitting evaluation feedback. Briefly: collapsible Technical / Soft Skills / Overall sections with the criteria you configured, plus an Overall Rating that's required to submit.

Tips

  • Pick Basic for screens. Don't force Detailed on every conversation.
  • 3–6 criteria per section. More than that and interviewers skim.
  • Use Text criteria sparingly. They're great for capturing context but less useful in aggregate reporting than Rate criteria.
  • Build templates for role families (Engineering IC, Engineering Manager, Sales, CS) and clone-edit when starting a new job.