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.

Sales Manager / Head of Sales — 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. Developing people
Required
Evidence to look for: Named individuals who improved, what changed and how they know.
- Tell me about someone who was underperforming and recovered. What did you do week by week?
- Who have you promoted, and what were they missing before?
Good signs
- Describes the coaching, not just the outcome
- Talks about the person, not their own intervention
Warning signs
- Development means more pipeline reviews
- Every improvement is attributed to their arrival
Adroit screening stage: Human and cultural fit
Score 1-4Evidence heard
2. Coaching in the deal
Required
Evidence to look for: What they do in a call review, in enough detail that you could sit in on one.
- How do you run a deal review?
- What do you listen for on a recorded call?
- When did you last take a deal off someone?
Good signs
- Coaches the behaviour, not the pipeline number
- Has a repeatable structure they can describe
Warning signs
- Takes over deals rather than developing the seller
- Reviews are status updates
Adroit screening stage: How they sell
Score 1-4Evidence heard
3. Hiring and team building
Required
Evidence to look for: Who they hired, how they assessed them and what their mis-hires taught them.
- Talk me through the last person you hired and how you assessed them.
- Who did you get wrong, and what did you miss?
Good signs
- Owns a mis-hire and names the signal they ignored
- Has a structured view of assessment
Warning signs
- Hires on gut feel and calls it instinct
- No mis-hires in a long career
Adroit screening stage: Experience and evidence
Score 1-4Evidence heard
4. Forecasting and pipeline management
Required
Evidence to look for: How they call the quarter, and what data they trust.
- How accurate was your forecast, and what did you do when it moved?
- What is your coverage rule and why that one?
Good signs
- Explains the criteria a deal must meet to be committed
- Distinguishes coverage from quality
Warning signs
- Forecast is a spreadsheet of hope
- Cannot describe a miss
Adroit screening stage: Experience and evidence
Score 1-4Evidence heard
5. Operating rhythm
Desirable
Evidence to look for: The meetings, metrics and cadence they would install in the first quarter.
- What does your week look like as a manager?
- What would you put in place here in month one?
Good signs
- A cadence with a purpose per meeting
Warning signs
- Meetings for visibility with no decision attached
Adroit screening stage: Modern GTM capability
Score 1-4Evidence heard
6. Managing upwards and cross-functionally
Required
Evidence to look for: How they handled a disagreement with a founder, marketing or product.
- Tell me about a time you disagreed with your CEO about the plan.
- How did you get marketing to change something?
Good signs
- Argues with evidence and accepts the decision
- Builds the relationship before needing it
Warning signs
- Escalation is the first move
- Other functions are the reason for every miss
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.

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

Developing people

Coaching in the deal

Hiring and team building

Forecasting and pipeline management

Operating rhythm

Managing upwards and cross-functionally

Checks

Sales Manager / Head of Sales — interview scorecard

Scoring

1. Developing people

2. Coaching in the deal

3. Hiring and team building

4. Forecasting and pipeline management

5. Operating rhythm

6. Managing upwards and cross-functionally