Job Interview Scorecard Matrix & Candidate Evaluation Rubric

Objectively rate candidates across weighted criteria (1-5), green/red flags, compensation alignment, and ATS debrief summaries.

Weighted interview scorecard: how the score and verdict work

The overall score is a weighted average: each 1-to-5 rating is multiplied by the criterion's weight, and the total is divided by the sum of the weights (10). An average of 4.3 or more reads Strong Hire, 3.6 Hire, 2.8 Lean Hire, anything lower No Hire.

The formula

Weighted score = Σ (rating × weight) ÷ Σ weights. The score out of 100 is the weighted score ÷ 5 × 100, rounded. The grid has five fixed criteria: technical expertise (weight 3), problem solving (2), communication (2), team alignment (2) and motivation (1).

Worked example with the default values

Ratings 4, 5, 4, 4 and 5: (4×3 + 5×2 + 4×2 + 4×2 + 5×1) ÷ 10 = 43 ÷ 10 = 4.3/5, or 86/100. That sits exactly on the 4.3 threshold, so the verdict is Strong Hire. Drop motivation from 5 to 4 and the average falls to 4.2 (84/100), which reads Hire. Drop technical expertise from 4 to 3 and it falls to 4.0, because a weight-3 criterion counts three times as much as motivation.

The budget panel compares the candidate's expectation (65k) with the role budget (68k) and shows the 3k difference as headroom. The copy button builds a plain-text debrief (score, verdict, budget, green and red flags, criterion details) ready to paste into an ATS or an email.

Limits

  • Criteria and weights are fixed; only ratings and notes can be edited.
  • The 4.3 / 3.6 / 2.8 cut-offs are the tool's own, not an HR standard.
  • The salary check ignores benefits and variable pay.
  • The scorecard structures the interviewers' judgment; it does not replace a debrief between interviewers or reference checks.

Frequently Asked Questions

How do you calculate a weighted interview score?

Multiply each 1-to-5 rating by its criterion weight, add the results and divide by the sum of the weights. With ratings 4, 5, 4, 4, 5 and weights 3, 2, 2, 2, 1 you get 43 ÷ 10 = 4.3 out of 5, or 86 out of 100.

What score does the scorecard need to recommend a hire?

The tool shows Strong Hire from a weighted average of 4.3, Hire from 3.6 and Lean Hire from 2.8. Below 2.8 the verdict is No Hire. These cut-offs are the tool's own and can be read against your own hiring bar.

Why does technical expertise count more than motivation?

It carries a weight of 3 versus 1 for motivation. Losing one point on expertise lowers the average by 0.3, losing one point on motivation by only 0.1. Weights are fixed in this scorecard.

What is in the summary copied for the ATS?

Plain text with the candidate's name, the role and stage, the weighted score out of 5 and out of 100, the verdict, the gap between salary expectation and budget, green flags, red flags and every criterion with its weight, rating and your notes.

Is this tool really free?

Yes, all tools on Kristools are 100% free and accessible without registration.

Is my data protected?

Yes. All processing is performed directly and securely inside your browser. No personal data is sent to our servers.