Scorecards for Candidates
You're evaluating them, too.
Whether you're deep in a process or just keeping an eye open, these are the questions worth having answers to before you decide.
A helpful tool
Why use scorecards?
Cut through the pitch
Every company sells itself well in interviews. These questions help you investigate the demands of the role.
Know your own bar
Get clear on what you need from the role so you're not making the decision under pressure at the offer stage.
Built for your role
Scorecards are specific to the stakes, the reporting lines, the authority, and the challenges that come with your role.
A repeatable framework
How to use the scorecards
01
Select your role
Choose the scorecard that matches the title you're evaluating. Each one is tailored to that role's specific context and expectations.
02
Work through the sections
Complete eight sections ranging from cultural fit to functional skills. Get a dynamic score and recommendation.
03
Bring the questions in
Use the questions and/or your results to shape your interviews and decisions.
C-Suite Scorecards
CEO
Chief Executive Officer
8 sections · 29 questions
Open scorecard →
Also hiring a CEO? Get your scorecard
CFO
Chief Financial Officer
8 sections · 27 questions
Open scorecard →
Also hiring a CFO? Get your scorecard
CMO
Chief Marketing Officer
8 sections · 28 questions
Open scorecard →
Also hiring a CMO? Get your scorecard
CRO
Chief Revenue Officer
8 sections · 28 questions
Open scorecard →
Also hiring a CRO? Get your scorecard
COO
Chief Operating Officer
8 sections · 27 questions
Open scorecard →
Also hiring a COO? Get your scorecard
CTO
Chief Technology Officer
8 sections · 28 questions
Open scorecard →
Also hiring a CTO? Get your scorecard
VP-Level
coming soonVP Sales
Vice President of Sales
In development
VP Marketing
Vice President of Marketing
In development
VP Engineering
Vice President of Engineering
In development