Interview scorecard template builder
Pick a role and the criteria that matter, and get a 1 to 5 scorecard to print or copy. It's free and needs no sign-up. Your criteria stay in your browser unless you follow the link to score interviews with them.
By The AnswerReel team. Updated .
Interview scorecard: Customer support
1 Not mentioned, or the answer is too short to judge
2 Mentioned, but vague, with nothing specific
3 Explained, but without a specific example or method
4 Gives a specific example or method
5 A specific example or method, plus the result
| Criterion | Score |
|---|---|
| Handles an upset customer from first contact to resolutionNotes | 12345 |
| Keeps customers informed when a fix takes timeNotes | 12345 |
| Explains a technical or policy point in plain wordsNotes | 12345 |
Total (average of the scores): ______ / 5
Want these criteria scored for you? Score one-way interviews with them
How to use an interview scorecard
- Choose three to six criteria before the first interview, and don't change them halfway through the role. Changing the bar after meeting candidates is how the first person you liked ends up setting it.
- Ask every candidate the same questions in the same order.
- Score each criterion as soon as the answer ends, before you talk to anyone else about the candidate.
- Write down what they actually said in the notes line. A short quote is worth more than “good”, and it lets someone else check your score later.
- Average the scores and compare candidates on the same card, not from memory.
The scale is the one we use for AI scoring, so a 4 means the same thing whether a person or our software gave it. Our scoring method explains each point in more detail.
Common mistakes
Too many criteria
Keep it to three to six criteria you can judge from the answers. If two criteria always get the same score, merge them.
Scoring personality
“Confident”, “good culture fit” and “positive attitude” can't be checked against an answer, so they turn into first impressions. Ask what the person did instead: a criterion like “handles an upset customer from first contact to resolution” can be checked.
Scoring the overall impression first
Deciding “I liked them” and then filling in the boxes produces the same score on every line. Score each criterion on its own, then look at the total.
Skipping the notes
Without notes, two interviewers who disagree have nothing to compare. With quotes, they can look at what the candidate actually said and argue about that.
Using it for one-way interviews
A scorecard works the same way when candidates record their answers instead of talking to you live. Pair it with three of our screening interview questions, or read how a one-way video interview works. In AnswerReel, the criteria you write here are scored automatically. Each score comes with a reason, and any score above 1 quotes the candidate's exact words.
Use this scorecard on one-way interviews
Pair your scorecard with three of our screening interview questions. The free plan covers 10 answers a month, with AI scoring and follow-ups included.