Glossary · Recruiting, vetting, and hiring terms

Role scorecard

A role scorecard is a one-page definition of what success looks like in a job: the mission, three to five measurable outcomes, and the competencies needed to deliver them. Interviewers rate candidates against it, and managers use it after the hire to review performance against the same expectations.

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What it means in practice

A job description says what the person will do; a scorecard says what they must achieve. Writing the scorecard first sharpens the job description and makes interviews more consistent, because every interviewer is checking the same things.

Use the scorecard again at the end of a trial period. If the outcomes are on track, the decision is easy; if not, you have specific, fair feedback to share.

Pair a scorecard with KPIs for ongoing reviews, and revisit both as the role grows.

How to write a role scorecard

  • Write the mission in one sentence: why the role exists and what it changes for the business.
  • List three to five outcomes the person must deliver, each one measurable and time-bound.
  • Add the competencies needed to deliver them, such as written English or attention to detail.
  • Agree on a 1 to 5 rating scale with examples of what a 1, 3, and 5 look like.
  • Share the scorecard with every interviewer before the first interview.
  • Job description (JD)

    A job description (JD) is a written summary of a role: its purpose, main responsibilities, required skills and tools, working hours, and how success is measured.

  • Key performance indicator (KPI)

    A key performance indicator (KPI) is a measurable value that shows whether a person, team, or process is meeting its goals.

  • Trial period

    A trial period is a set time at the start of a hire when both sides test the fit on real work before fully committing.

  • Candidate vetting

    Candidate vetting is the process of checking that an applicant can really do the job before you hire them.

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