Employer tool

Sales role scorecard generator

Panels disagree about candidates because they never agreed what they were listening for. Build the scorecard first: what the role requires, what good evidence sounds like, and one scale everybody uses. Then print it and take it into the room.

How this behaves

Templates you are meant to edit, not a standard to conform to.
One 1-4 rubric with written anchors. No totals, no match percentages.
No candidate data anywhere — this is a template tool, not an ATS.
No email gate. Print or copy whenever you like.

Account Executive — interview scorecard

Add a stage and interviewer above to label this sheet.

Scoring

1 No evidence: Could not give an example, or the example did not describe their own work.
2 Partial evidence: A relevant example, but general, second-hand or missing the detail that would make it convincing.
3 Clear evidence: A specific example from their own work, with enough detail that you could check it.
4 Strong evidence, transferable: Specific, owned, and they can explain why it worked well enough to repeat it in a different context.

Scores support a decision, they do not make one. Do not add them up into a single number — a candidate who scores 3 across the board is not automatically better than one who scores 4 on the criterion that matters.

1. Evidence behind the number
Required
Evidence to look for: Attainment across several periods, with the environment that produced it.
- What was your quota, and what did you actually close, for each of the last three periods?
- How much of that pipeline did you create yourself?
- What would have happened to that number in a colder market?
Good signs
- Gives figures without prompting and explains the context around them
- Distinguishes inherited pipeline from self-sourced
Warning signs
- Percentages with no denominator
- Cannot describe a period below target
Adroit screening stage: Experience and evidence
Score 1-4Evidence heard
2. Discovery and questioning
Required
Evidence to look for: The questions they ask, in the order they ask them, and what they do with the answers.
- Take me through the discovery call on your last closed deal.
- What did you learn that changed how you ran the deal?
- What question do you always ask, and why that one?
Good signs
- Follows the thread rather than returning to a script
- Quantifies the problem with the buyer, not for them
Warning signs
- Discovery is a checklist of qualification fields
- Pitches early and calls it discovery
Adroit screening stage: How they sell
Score 1-4Evidence heard
3. Multi-threading and buying process
Required
Evidence to look for: Who else was in the deal and how they were reached.
- Who signed the last deal you closed, and when did you first speak to them?
- How did you find out how they buy?
- Tell me about a deal that stalled because of someone you had not met.
Good signs
- Maps the buying group and can explain each person's stake
- Helps a champion sell internally
Warning signs
- One contact carried the whole deal
- Assumes the person who takes the call has the budget
Adroit screening stage: How they sell
Score 1-4Evidence heard
4. Commercial judgement and negotiation
Required
Evidence to look for: Which deals they walked away from, and what they gave away when they did not.
- Tell me about a deal you chose to stop working. What did you see?
- When did you last discount, and what did you get in return?
Good signs
- Trades rather than concedes
- Can name deals they disqualified early
Warning signs
- Discount is the first lever
- Every deal is still technically alive
Adroit screening stage: How they sell
Score 1-4Evidence heard
5. Forecasting honesty
Required
Evidence to look for: How accurate their forecast was and how they handled being wrong.
- How close was your forecast last quarter, and where was it wrong?
- What made you move a deal out?
Good signs
- Describes evidence-based criteria for calling a deal
- Volunteers a forecast they got badly wrong
Warning signs
- Optimism presented as commitment
- Nothing ever slipped
Adroit screening stage: Experience and evidence
Score 1-4Evidence heard
6. Modern GTM capability
Desirable
Evidence to look for: How they use tooling, data and AI without outsourcing judgement to it.
- What does your tooling do for you before a call?
- Where has AI helped you, and where did you stop using it?
Good signs
- Uses tools to prepare better, and can say where they add nothing
Warning signs
- Cannot name a tool they chose to stop using
- Sends output they have not read
Adroit screening stage: Modern GTM capability
Score 1-4Evidence heard
7. Motivation and fit with this stage of company
Required
Evidence to look for: Why this role, at this size of business, now.
- What is missing in your current role?
- What support do you expect here that you had before?
Good signs
- Specific about what they want to build, not just leave
Warning signs
- Wants the same environment they are leaving
- Expects inbound they are unlikely to get
Adroit screening stage: Mindset and motivation
Score 1-4Evidence heard

Decision

Progress, decline or undecided — and the single reason why.

Common questions

What this tool will and will not do

What is an interview scorecard?

A short list of the things the role genuinely requires, with the evidence that would satisfy each one, a question or two to open it up, and a shared scale so a 3 means the same thing to every interviewer. Written before the interview, not after.

How many criteria should a scorecard have?

Few enough that an interviewer can score them all honestly in the time available. Beyond roughly eight the panel stops assessing and starts ticking, so the generator flags it rather than letting the list grow quietly.

Should scores be added up into a total?

No, and this tool deliberately will not do it. A candidate scoring 3 everywhere is not automatically better than one scoring 4 on the criterion the role turns on. Weighting here is three coarse levels to tell the panel what a weak answer costs — not a formula.

Does Adroit store the scores we give candidates?

There is nowhere to enter them. This is a planning tool that produces a blank sheet to print or copy; it is not an applicant tracking system and it collects no candidate data at all. Your draft template stays in your browser for the session.

Can we adapt the templates?

Yes — everything is editable, and it should be. The templates reflect what we look for when we assess Sales and GTM candidates, but your buyer, deal size and stage of company decide what good evidence actually looks like.

Use it with the rest of the kit

A scorecard works best when the brief and the process behind it agree with it.

Hiring brief builderAgree what the role is before you decide how to score it.Hiring process designerDecide which stage assesses which criterion, and stop repeating yourselves.Our five-stage screeningWhat we have already evidenced before a candidate reaches your panel.

Hiring the role you just scorecarded?

Tell us what the role has to achieve. We assess against criteria like these before anyone reaches your panel.

Tell us who you're hiring See how we assess

Sales role scorecard generator

1. Start from a role template

2. Shape the criteria

Evidence behind the number

Discovery and questioning

Multi-threading and buying process

Commercial judgement and negotiation

Forecasting honesty

Modern GTM capability

Motivation and fit with this stage of company

Checks

Account Executive — interview scorecard

Scoring

1. Evidence behind the number

2. Discovery and questioning

3. Multi-threading and buying process

4. Commercial judgement and negotiation

5. Forecasting honesty

6. Modern GTM capability

7. Motivation and fit with this stage of company