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.

SDR / BDR — 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. Prospecting and research habits
Required
Evidence to look for: How they choose who to contact, and what they find out before contacting them.
- Walk me through how you built a list of accounts to work last quarter.
- What did you find out about an account before you first reached out?
- Which accounts did you deliberately not work, and why?
Good signs
- Describes a repeatable way of choosing accounts rather than working the list they were given
- Names the signals they look for and where they find them
Warning signs
- Volume with no selection logic
- Research means opening the company homepage
Adroit screening stage: How they sell
Score 1-4Evidence heard
2. Written outreach quality
Required
Evidence to look for: A real sequence or email they wrote, and their explanation of why it was structured that way.
- Talk me through a message that got a reply, and one that did not.
- How do you decide what goes in the first line?
- What have you changed about your writing in the last six months?
Good signs
- Writes to a specific person about a specific problem
- Can explain a change they made and what happened afterwards
Warning signs
- Templates pasted with no view on why they work
- Length and features rather than relevance
Adroit screening stage: How they sell
Score 1-4Evidence heard
3. Phone confidence and objection handling
Required
Evidence to look for: How they behave in the first thirty seconds and after a genuine no.
- What do you say when someone tells you they are not interested?
- Tell me about a call that turned around after a bad start.
Good signs
- Stays curious after a rebuff
- Has language they can explain rather than recite
Warning signs
- Argues with the objection
- Has never called and prefers not to say so
Adroit screening stage: How they sell
Score 1-4Evidence heard
4. Resilience and work rate
Required
Evidence to look for: What a bad week looked like and what they did during it, in their own words.
- Describe your worst month. What did you change?
- How did you keep going when nothing was landing?
Good signs
- Describes a specific adjustment, not just effort
- Owns the dip without blaming the patch
Warning signs
- Every bad period is attributed to the market or the list
Adroit screening stage: Mindset and motivation
Score 1-4Evidence heard
5. Coachability
Required
Evidence to look for: Their response to feedback in the interview itself, not just their claim to be coachable.
- What was the hardest piece of feedback you have been given?
- Here is something I would change about your answer just now — what do you make of that?
Good signs
- Engages with in-interview feedback and tries it
- Names the person who developed them and how
Warning signs
- Agrees with everything without changing anything
- Defends the first answer at length
Adroit screening stage: Mindset and motivation
Score 1-4Evidence heard
6. Curiosity about the customer
Desirable
Evidence to look for: Whether they can describe the buyer's job rather than the product's features.
- Who did you sell to, and what does their day look like?
- What did your best customers have in common?
Good signs
- Describes the buyer's pressures in the buyer's language
Warning signs
- Describes the product and calls it the customer
Adroit screening stage: Human and cultural fit
Score 1-4Evidence heard
7. CRM and tooling discipline
Desirable
Evidence to look for: What they logged, when, and whether anyone else could pick up their accounts.
- What did you keep in the CRM, and what did you keep in your head?
Good signs
- Treats the record as how the team works, not admin
Warning signs
- Cannot say what a clean pipeline looked like in their last role
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.

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

Prospecting and research habits

Written outreach quality

Phone confidence and objection handling

Resilience and work rate

Coachability

Curiosity about the customer

CRM and tooling discipline

Checks

SDR / BDR — interview scorecard

Scoring

1. Prospecting and research habits

2. Written outreach quality

3. Phone confidence and objection handling

4. Resilience and work rate

5. Coachability

6. Curiosity about the customer

7. CRM and tooling discipline