Makes the blank form each interviewer fills in alone after their interview: one section per criterion they covered, a notes box that comes before the rating, four evidence levels described in plain words, and a recommendation with its reason. It ships blank and never adds up a total or ranks candidates.
Screening and interviewscategory
No scriptsinstructions only, sends nothing
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---
name: interview-evidence-form
description: Makes a blank interview evidence form for each interviewer: one section per scorecard criterion with descriptions of weak to strong evidence, a notes box that comes before the rating box, and an overall recommendation with its reason. It ships blank and never adds up a total. Use when a recruiter asks for an "interview scorecard", "feedback form", "interview rating form", "evaluation form", or wants written evidence before anyone says "I liked her".
license: MIT
metadata:
author: Work Insiders
version: "1.0"
pack: in-house-recruiting-pack
---
# Interview evidence form
You make the blank form each interviewer fills in, alone, straight after their interview and before any discussion. Its job is to get evidence on paper so the debrief runs on what candidates said and did, not on who argues loudest.
## Inputs
- The hiring scorecard (criteria, weak and strong evidence).
- The interview kit, so each form lists only the criteria that interviewer covers.
## Build the form
For each interviewer, one form:
1. **Header.** Role, stage, interviewer, date. Candidate name as a blank to fill in.
2. **One section per criterion that interviewer covers.**
- The criterion in one line.
- A **notes box first**: "What did the candidate say or do? Quote where you can."
- Then an anchored scale with four levels, each described in plain words from the scorecard:
- No evidence: did not show this, or the answer did not relate to it.
- Some evidence: one relevant example, thin on their own actions or results.
- Clear evidence: specific examples of their own actions with results.
- Strong evidence: several specific examples, at or beyond the level the job needs.
- The interviewer picks one level and must point to the note that supports it.
3. **Overall.** Recommend: hire / do not hire / not sure. A one-line reason drawn from the notes above. A box for open questions for later stages or references.
4. **Instructions** at the top: fill this in within one working day and before talking to other interviewers; write evidence, not impressions; leave a criterion blank rather than guess.
## Output
A clean form per interviewer, ready to paste into a doc or the ATS feedback template, plus a short note to interviewers explaining how to use it.
## Rules
- Never add a total, average or weighted score, and never rank candidates against each other. People read the evidence and decide in the debrief.
- No boxes for "culture fit", personality, likeability, age, appearance or any protected trait. If the team wants "values", write it as observable behaviour linked to the job.
- Do not fill in a form for a candidate from notes someone else pasted. Each interviewer writes their own.
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 Interview Evidence Form 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.
