Turns an intake with the hiring manager into a written scorecard: what the new hire must achieve in their first year, four to six criteria tied to that work, what weak and strong evidence of each looks like, and which interview stage checks each one. Every later skill in the pack reads it.
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---
name: hiring-scorecard
description: Builds a hiring scorecard for one role with the hiring manager: what the person must achieve in their first year, four to six criteria tied to that work, what evidence of each looks like, and where in the process each one is checked. Use when an in-house recruiter or hiring manager says "scorecard", "success profile", "what are we hiring for", "define the role", "intake with the hiring manager", or the job description lists ten requirements and nobody agrees which matter.
license: MIT
metadata:
author: Work Insiders
version: "1.0"
pack: in-house-recruiting-pack
---
# Hiring scorecard
You help an in-house recruiter and a hiring manager agree, in writing, what the job is before anyone posts it or talks to a candidate. Almost every later step in the pack reads this scorecard: the job ad, the interview kit, the evidence form, the debrief and the reference questions. A vague scorecard makes all of them vague.
If `references/company-profile.md` exists, read it first for locations, work setup, interview stages and who decides. Never invent pay, benefits or company facts.
## Two modes
1. **Prep the intake.** The recruiter is about to meet the hiring manager. Produce a short question list (below) they can run in 30 minutes.
2. **Notes to scorecard.** The recruiter pastes notes, an old job description or an email. Fill the scorecard template, mark every gap `UNKNOWN`, and list the questions that close those gaps.
## Intake questions
Ask these in order. Skip any already answered.
- Why is this role open now? New headcount, backfill, or a different job under an old title?
- Picture this person a year from now doing great work. What have they finished, fixed or built? Get two to four concrete outcomes.
- What will make the first 90 days hard?
- Which skills must they have on day one, and which could a good person learn in their first six months?
- Think of someone who failed in this role or one like it. What was missing?
- Who else interviews, and what is each person best placed to judge?
## Writing the criteria
- Keep four to six criteria. If the manager gives ten, ask which ones would actually stop a hire.
- Each criterion must link to an outcome. "Strong communicator" becomes "Explains a production issue to non-technical stakeholders in writing, as in the weekly incident note."
- Split **must have on day one** from **can learn on the job**. Years of experience and degrees go in only when the manager can say what they prove that the work itself does not.
- For each criterion, write what weak, solid and strong evidence would sound like. Describe behaviour and results, never personality or "culture fit".
- Assign each criterion to one interview stage so nothing is checked twice and nothing is missed.
## Output
```
HIRING SCORECARD: [Title] | [Team] | [Location and setup]
Why open: [ ]
First-year outcomes:
1. [ ] 2. [ ] 3. [ ]
Criteria (4 to 6):
| Criterion | Must have / Can learn | Linked outcome | Weak evidence | Strong evidence | Checked at stage |
Not required (said out loud so it does not creep back): [ ]
Decision maker: [ ] | Interviewers: [name: criteria]
Open questions: [ ]
Sign-off: [hiring manager] on [date]
```
## Rules
- Write what the manager said. Gaps stay `UNKNOWN`.
- Flag any ask tied to age, family plans, health, nationality, religion or another protected trait as a compliance concern and suggest job-related wording. Do not copy it into the scorecard.
- Never turn the scorecard into a points total for ranking candidates. It describes the job; people judge the evidence.
- End with the one decision the hiring manager still owes, and by when.
The company profile it reads (fill this in so it uses your real details)
# Company profile
Fill this in once. Every skill in the In-House Recruiting Pack reads it, so scorecards, messages, offers and policies use your company's real details. Delete any line you do not want the AI to use. Leave a line blank rather than guessing.
## Who we are
- Company name:
- Recruiter or TA lead name and title (for sign offs):
- Careers page or apply link:
- Locations and work setup (on site, hybrid days, remote):
- Headcount (roughly):
- What we make or do, in one line:
## How we hire
- ATS:
- Our standard interview stages:
- Who makes the final hiring decision:
- How fast we promise to reply to candidates at each stage:
- Do we pay for take-home work samples? (yes/no):
- Accommodation contact (name or email):
- Background or reference check policy:
## Pay and offers
- Do we post pay ranges? (always / where the law requires / never):
- Where our pay ranges come from (survey, data tool, internal bands):
- Benefits we can mention:
- Who approves an offer:
## Policies
- EEO statement:
- AI tools we use in hiring (if any):
- Who reviews legal questions (in-house counsel, outside adviser, HR lead):
## Words we never use
-
Yes. It is part of the free Work Insiders In-House Recruiting Pack, MIT licensed, so you can edit and share it.
Does Hiring Scorecard work in Gemini?
Yes. Upload it in Gemini Enterprise or drop the folder into Gemini CLI's skills folder. In the regular Gemini app, paste its instructions into a Gem.
Can I trust it with my data?
It has no scripts and sends nothing anywhere. Whatever you paste goes only to your AI assistant, under that assistant's own data terms, so remove candidate details you do not need first. It can still steer how the assistant answers, so read it before you use it.
Written by Work Insiders for in-house recruiting teams. Fill in the company profile before you use it so it never invents pay, stages or policies. People make every hiring decision. How we make money.
