Platform · Decide
Interview Scorecards That Cite the Transcript
An interview scorecard is a structured rating of a candidate against the criteria set for a role. IntelliHire rates each candidate against your rubric and cites the part of the interview transcript every rating came from, so a reviewer can read the answer behind a score before relying on it. Your team decides what the evidence means.
- Cites the transcript
- Rated against your rubric
- Your team weighs evidence
Updated
Most hiring debriefs run on memory: three interviewers, three sets of notes and a lot of "I had a good feeling." IntelliHire's interview scorecard software works differently. Every scorecard rates the candidate against your rubric and cites the part of the interview transcript each rating came from.
Before anyone relies on a rating, they can read the answer behind it. Your team decides what the evidence means.
Inside a scorecard
What an IntelliHire Scorecard Includes
A scorecard should answer two questions quickly: how did this candidate do against what the role needs, and how do we know? After each AI voice interview, IntelliHire drafts a scorecard that answers both.
The criteria come from the same rubric used for candidate matching, so the scorecard measures what the job description set out.
01Ratings against your rubric
The candidate is rated against the criteria your team set for the role, not a generic template.
- 02
Transcript citations
Each rating points to the part of the interview transcript behind it, so the evidence sits next to the judgment.
- 03
One rubric, start to finish
Screening, interviews and scorecards share one rubric, so a candidate is assessed on the same terms all the way through.
Evidence
Interview Scorecard Software That Shows Its Evidence
A rating on its own asks for trust. A rating with the candidate's own words beside it can be checked. That difference decides whether a hiring panel uses a scorecard or quietly ignores it.
A reviewer who doubts a rating reads the cited answer, decides whether it supports the score and brings that view to the debrief. The AI drafts the scorecard; your team decides what the evidence means. That is how IntelliHire keeps people in charge of every hiring decision.
Check a rating against the answer
Read what the candidate actually said before you accept the rating attached to it.
Disagree on the same words
If two reviewers read an answer differently, they are debating the same transcript, not two memories of the call.
Explain the basis of a decision
Because ratings come with their source, a hiring manager can show what a decision rested on when someone asks.
Debriefs
Comparing Candidates on the Same Evidence
A structured interview scorecard is only fair if every candidate is measured on the same criteria and every rating can be traced. When both are true, a debrief stops being a contest of impressions.
Treat each scorecard as a candidate evaluation report your panel can check line by line. If you are still building the rubric behind it, our guide on building an interview scoring rubric includes a free template.
- 1
Step 1
Read before you meet
Each reviewer reads the scorecards and cited answers before the debrief, not during it.
- 2
Step 2
Compare criterion by criterion
Line candidates up on the same rubric criteria instead of overall impressions.
- 3
Step 3
Settle disagreements on the transcript
When reviewers differ, go back to the cited answer and agree on what it shows.
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Step 4
The hiring manager makes the call
Scores inform the decision. Your team decides who moves forward and who gets the offer.
Reviewer checklist
Four Questions to Ask Before You Rely on a Rating
Transcript evidence makes ratings checkable, but someone still has to check. These four questions keep a review honest.
Compare what each plan includes on the pricing page, and find more answers on the IntelliHire FAQ.
Does the answer address the criterion?
A fluent answer to a different question should not earn a strong rating.
Is the excerpt the whole answer?
Read around the cited passage if the surrounding context could change its meaning.
Would another reviewer read it the same way?
If not, raise it in the debrief rather than settling it alone.
Does anything outside the interview change the picture?
References, work samples and later rounds belong in the decision too. The scorecard is one input, not the verdict.
How are IntelliHire scorecards created?
After an AI voice interview, the conversation is transcribed and a scorecard is drafted against the rubric for the role. Each rating cites the parts of the transcript it is based on. Your team then reviews the scorecard, reads the cited answers and decides what the evidence means for the candidate.
Can we trust an AI-drafted rating?
You do not have to take it on trust. Every rating points to the transcript, so a reviewer can read the candidate's actual answer and judge whether it supports the score. The scorecard is decision support. A person on your team decides who moves forward, and no candidate is ever rejected by a machine.
Which rubric does the scorecard use?
The same one used to screen and rank the role. JD and Rubric Studio drafts the job description and evaluation rubric together, so screening, interviews and scorecards all measure the same criteria. A candidate's scorecard stays consistent with the reasons they were shortlisted.
Do scorecards help when several people are involved in a hire?
Yes. When every candidate is rated on the same rubric and every rating cites the transcript, a panel compares like with like instead of comparing memories. Disagreements become a question of what the candidate said, which everyone on the panel can read for themselves.
Does a strong scorecard mean we should make an offer?
Not on its own. A scorecard shows how the candidate's interview answers measure up against your rubric, with the transcript to back each rating. Later rounds, references and your team's judgment belong in the decision too. Your hiring manager reads the evidence and makes the offer decision, every time.
Related
Keep exploring
- PlatformAI InterviewsFirst-round voice interviews, any hour
- PlatformCandidate MatchingRanked against your rubric, with reasons
- Guide · InterviewsHow to Build an Interview Scoring Rubric (With Free Template)Choose competencies, write behavioral anchors for a 1 to 5 scale and calibrate your interviewers, with a free rubric template to copy.
See it on a live role
See Interview Scorecards on Your Next Open Role
Bring a role you are hiring for now. We'll show a scorecard built on its rubric, the transcript evidence behind each rating and how your panel would use it to decide.
No candidate is ever rejected by a machine.