Scorecard

A scorecard is the small structured rubric a recruiter and hiring manager use to evaluate candidates for a single role. The recruiter defines the scorecard once when the role opens — typically 3-6 requirements — and every submission for that role is graded against the same set.

Why scorecards exist

Without a scorecard, candidate evaluation drifts. One submission is judged on technical depth, the next on communication style, the next on years of experience. The hiring manager ends up comparing apples to oranges and the recruiter ends up arguing about candidates that should have been clear yeses or clear nos.

A scorecard fixes that by surfacing the same rubric on every candidate. Pass / fail / unsure per requirement, plus an overall rating (poor / ok / good / excellent or similar). The recruiter and hiring manager see the same evidence and can move faster.

What goes in a scorecard

Effective scorecards are short, specific, and binary. Long scorecards (12+ items) get skipped. Vague scorecards ("good fit", "strong communicator") cause arguments.

• Concrete capability — "Has shipped a production Go service" rather than "Strong Go skills"
• Verifiable experience — "3+ years on-call" rather than "production experience"
• Role-specific signal — every requirement should map to something the candidate will actually do in the role

Where Submio fits

In Submio, scorecards are first-class. The recruiter defines them once per role and every submission inherits the rubric automatically. The hiring manager sees the scorecard right above the resume.