Hiring guide
Use interview scorecards to capture evidence
Choose relevant attributes, define what ratings mean and make interview feedback useful to the next decision.
Choose attributes the interview can assess
Keep the scorecard focused on capabilities needed for the job. For each attribute, explain what a strong or weak response would demonstrate and which question or exercise supplies the evidence. Avoid asking every interviewer to rate everything.
Record observations before the debrief
Draft supports interview attribute ratings, written feedback and a four-point recommendation from strong no to strong yes. Ask interviewers to explain ratings with concrete observations and identify information they could not assess.
Use scores to organize a discussion, not to conceal disagreements inside an average. When reviewers disagree, compare their evidence and decide whether a specific follow-up is needed. Keep the final decision connected to the requirements of the role.
A few useful answers.
Where can I explore Draft’s hiring tools?
The features pages walk through candidate review, hiring stages, careers pages and collaboration. Start with the workflow your team needs, then check the plan that includes it.
What is included in each plan?
Draft Free includes 1 open vacancy and 2 recruiter seats, a candidate pipeline, team notes and a company careers page. Pro includes 10 open vacancies and 5 recruiter seats, and adds candidate sharing, workflow automations and bulk candidate emails. Scale includes unlimited open vacancies and 10 recruiter seats.
Your next great hire.
Bring your next role, your candidates and your team into Draft.