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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.

RevOps candidates can describe systems fluently. The scorecard should force the conversation onto the commercial decisions their work changed.

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

    Commercial impact of the work

    Requirement

  2. Criterion 2

    Systems and data model design

    Requirement

  3. Criterion 3

    Forecast and pipeline instrumentation

    Requirement

  4. Criterion 4

    Working with sellers

    Requirement

  5. Criterion 5

    Automation and AI judgement

    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

Revenue Operations — 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. Commercial impact of the work

    Required

    Evidence to look for: A change they made and the decision or number that moved because of it.

    • What did you change that a sales leader noticed?
    • Which report did you retire, and what happened?

    Good signs

    • Ties system work to a commercial outcome
    • Can name work they stopped because nobody used it

    Warning signs

    • Describes implementations without describing consequences

    Adroit screening stage: Experience and evidence

    Score 1-4Evidence heard

  2. 2. Systems and data model design

    Required

    Evidence to look for: How they structured the CRM and why, including where they kept it simple.

    • How did you define a stage, and who enforced it?
    • What did you deliberately not build?

    Good signs

    • Definitions that a rep can apply the same way twice

    Warning signs

    • Fields added on request with no owner

    Adroit screening stage: Modern GTM capability

    Score 1-4Evidence heard

  3. 3. Forecast and pipeline instrumentation

    Required

    Evidence to look for: The mechanics behind a forecast they supported and how accurate it proved.

    • How was the forecast produced?
    • Where was the data least trustworthy, and what did you do?

    Good signs

    • Knows the failure points in their own data

    Warning signs

    • Presents the model as accurate without testing it

    Adroit screening stage: Experience and evidence

    Score 1-4Evidence heard

  4. 4. Working with sellers

    Required

    Evidence to look for: How they got adoption for something that added work for reps.

    • How did you get reps to use something they resisted?
    • When did a rep change your mind?

    Good signs

    • Designs with the seller's day in mind
    • Has changed a process after feedback

    Warning signs

    • Adoption problems are described as discipline problems

    Adroit screening stage: Human and cultural fit

    Score 1-4Evidence heard

  5. 5. Automation and AI judgement

    Desirable

    Evidence to look for: Where they automated, and where they decided a human should stay in the loop.

    • What did you automate last, and what did you leave manual on purpose?

    Good signs

    • Can articulate why a step stayed human

    Warning signs

    • Automates the measurement of a broken process

    Adroit screening stage: Modern GTM capability

    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