AfrexAI Hiring Scorecard

Objectively score and compare job candidates using customizable weighted criteria to support data-driven hiring decisions.

Hiring Scorecard Skill

Score and compare job candidates objectively using weighted criteria. Eliminates gut-feel hiring decisions.

Usage

Tell your agent: "Score this candidate for [role]" or "Compare these 3 candidates for the backend engineer role."

How It Works

1. Define the role — provide job title and key requirements
2. Set criteria — the agent uses 6 default dimensions (or you customize):
   • Technical skills (weight: 25%)
   • Relevant experience (weight: 20%)
   • Culture fit (weight: 15%)
   • Communication (weight: 15%)
   • Problem solving (weight: 15%)
   • Growth potential (weight: 10%)
3. Score candidates — 1-5 scale per criterion after interview/review
4. Get weighted totals — ranked comparison with hire/no-hire recommendation

Commands

• score candidate [name] for [role] — start a new scorecard
• add criterion [name] weight [%] — customize scoring dimensions
• compare candidates — side-by-side ranked comparison
• hiring summary — executive summary with recommendation

Scorecard Template

markdown

# Candidate Scorecard: [Name]
**Role:** [Title]
**Date:** [Date]
**Interviewer:** [Name]

| Criterion | Weight | Score (1-5) | Weighted |
|-----------|--------|-------------|----------|
| Technical Skills | 25% | _ | _ |
| Relevant Experience | 20% | _ | _ |
| Culture Fit | 15% | _ | _ |
| Communication | 15% | _ | _ |
| Problem Solving | 15% | _ | _ |
| Growth Potential | 10% | _ | _ |
| **TOTAL** | **100%** | | **_/5.0** |

### Notes
- Strengths:
- Concerns:
- Recommendation: HIRE / NO HIRE / MAYBE

### Scoring Guide
5 = Exceptional — top 5% of candidates seen
4 = Strong — clearly above average
3 = Meets bar — would do the job well
2 = Below bar — notable gaps
1 = Not a fit — significant concerns

Tips

• Score immediately after each interview while impressions are fresh
• Have multiple interviewers score independently, then compare
• Adjust weights per role (e.g., bump Technical to 40% for senior eng)
• Track scores over time to calibrate your hiring bar

More Business Tools

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