Free templates · 2026

    Interview scorecards: structured, bias-reducing, role-specific

    Unstructured interviews predict job performance about as well as a coin flip. Structured scorecards lift validity meaningfully, reduce panel bias, and produce a paper trail that holds up under hiring-committee scrutiny. The templates below are free, role-specific, tuned by seniority, and ready to drop into any ATS — including TenPerZent, where they're baked into the interview stage by default.

    Bias-reducing structure

    Same criteria, same rubric, every interviewer. Surfaces and corrects panel bias instead of amplifying it.

    Role-specific criteria

    Each scorecard tunes weights and anchors to what actually predicts performance for that role and seniority.

    ATS-ready

    Drop into any ATS — or use TenPerZent, where these scorecards are baked into the interview stage by default.

    The 1–5 scoring rubric

    • 1

      Strong no

      Material concern on this dimension. Would not progress on this signal alone.

    • 2

      Below bar

      Visible gap relative to the role. Would need compensating strength elsewhere.

    • 3

      At bar

      Meets the bar for the role and seniority. No concerns, no standout.

    • 4

      Above bar

      Clearly above the role bar. A standout signal worth weighting in the decision.

    • 5

      Strong yes

      Top-decile signal. Hire-this-person-anywhere strength on this dimension.

    Browse scorecards by role

    Sample by seniority — Software Engineer

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