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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.

1. Start from a role template

Each template is a considered starting point rather than a standard. Changing the wording is expected — your market and your buyer decide what good evidence looks like.

Retention numbers are shaped by the product and the customers sold to them. Assess the operating decisions they made, not just the net revenue retention they inherited.

Weighting is three coarse levels on purpose. It tells the panel what a weak answer costs; it does not produce a total, a percentage or a ranking, because a scorecard is not a measurement instrument.

5 criteria · 4 required. Nothing is sent anywhere, and no candidate scores are collected here.

2. Shape the criteria

Reorder with the arrow buttons — no dragging required, and they work from the keyboard.

  1. Criterion 1

    Retention and expansion ownership

    Requirement

  2. Criterion 2

    Segmentation and coverage model

    Requirement

  3. Criterion 3

    Commercial conversations

    Requirement

  4. Criterion 4

    Leading and developing a CS team

    Requirement

  5. Criterion 5

    Working with Sales

    Requirement

Checks

Nothing flagged on this scorecard.

That does not make the scorecard right for your market — it means the obvious problems are not present.

Take it into the room

The sheet below prints without any of this site around it: criteria, the scoring scale, and space to write what you actually heard.

No email address needed, at any point.

Next

Customer Success leadership — 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. 1. Retention and expansion ownership

    Required

    Evidence to look for: The numbers they carried, and what was inside their control.

    • What were you measured on, and what could you actually influence?
    • Where did churn come from, and what did you change?

    Good signs

    • Separates product-driven churn from service-driven churn
    • Owns a segment that got worse

    Warning signs

    • Quotes retention with no view on why it happened

    Adroit screening stage: Experience and evidence

    Score 1-4Evidence heard

  2. 2. Segmentation and coverage model

    Desirable

    Evidence to look for: How they decided which accounts get a human and which do not.

    • How did you decide coverage?
    • What did you take away from lower-value accounts?

    Good signs

    • Explicit trade-offs with a stated cost

    Warning signs

    • Everyone gets a CSM and nobody gets enough

    Adroit screening stage: Modern GTM capability

    Score 1-4Evidence heard

  3. 3. Commercial conversations

    Required

    Evidence to look for: How they and their team handle renewals, price rises and expansion.

    • Who owns the renewal conversation in your model, and why?
    • Tell me about a price increase you had to land.

    Good signs

    • Comfortable holding a commercial line without damaging the relationship

    Warning signs

    • Avoids the commercial conversation and calls it customer focus

    Adroit screening stage: How they sell

    Score 1-4Evidence heard

  4. 4. Leading and developing a CS team

    Required

    Evidence to look for: Named people who improved, and how the team was structured to allow it.

    • How did you develop a CSM who was struggling with a difficult account?

    Good signs

    • Coaching described in specifics

    Warning signs

    • Escalates rather than develops

    Adroit screening stage: Human and cultural fit

    Score 1-4Evidence heard

  5. 5. Working with Sales

    Required

    Evidence to look for: Where the handover line sits and how they defended it.

    • Where does Sales stop and CS start in your model?
    • Tell me about a bad handover you fixed.

    Good signs

    • A defined handover with an agreed definition of ready

    Warning signs

    • Sales are the reason for every hard account

    Adroit screening stage: Human and cultural fit

    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.

Next

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 hiringSee how we assess