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Role scorecard
Agree what success looks like before you write the job description: outcomes with their measures, weighted competencies, must-haves and who decides.
Role scorecard: [Role]
Hiring manager: [Name] · Model: [Freelance mission / Employee through FreelanX EOR] · Date: [Date]
1. Mission of the role
[One sentence: why this role exists and what it changes for the business.]
2. Outcomes
| Outcome | How we measure it | By when |
|---|---|---|
| [Outcome 1] | [Metric or evidence] | [Date] |
| [Outcome 2] | [Metric or evidence] | [Date] |
| [Outcome 3] | [Metric or evidence] | [Date] |
3. Competencies
| Competency | Why it matters | Weight |
|---|---|---|
| [Technical skill] | [Link to an outcome] | [1–3] |
| [Problem solving] | [Link to an outcome] | [1–3] |
| [Communication] | [Link to an outcome] | [1–3] |
| [Ownership] | [Link to an outcome] | [1–3] |
4. Must-haves and deal-breakers
- Must-have: [Skill or experience without which the outcomes are impossible]
- Deal-breaker: [e.g. no overlap with our time zone]
5. Practical frame
- Budget or salary range: [Range]
- Start and duration: [Dates]
- Location and time zone: [Where]
6. Who decides
- Interviewers: [Names and what each one assesses]
- Decision rule: [e.g. hiring manager decides after a debrief with all interviewers]
How to use it
Step by step
- 1Write three to five outcomes the person must achieve, each with a measure.
- 2Derive the competencies from the outcomes and weight them.
- 3Share it with every interviewer: the interview scorecard uses the same competencies.
FAQ
Questions people ask
Why a scorecard before the job description?
It aligns the team on outcomes first. The job description and the interview questions follow from it, which makes decisions faster and fairer.
Is it free?
Yes. Every template is free to read and copy: no sign-up, no email, no download.
Keep going
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