This rubric is for anyone assessing a candidate, whether in a structured interview or a work trial.
Three rules before you start
- Only score what you observed directly. A blank is fine. A guess is not.
- Score independently before you debrief. Comparing notes first just averages opinions.
- Point to a specific moment for every score you give. If you can’t, leave it blank.
In interviews: score after any structured conversation where you had meaningful time with the candidate. You may only have signal on one or two values. That’s expected.
In a work trial: score based on what you directly observed — how they handled feedback, how they asked questions, how they showed up in collaboration, and what their output looked like.
Each value is scored 0 or 1.
| Score | Meaning |
|---|---|
| 1 | Clear, balanced evidence of the value in action |
| 0 | Too little (behaviour absent or avoided) or too much (behaviour overdone or counterproductive) |
Both extremes score 0. The goal is balance, not maximising any single trait.
Only score values where you have a specific behavioural example. Leave the rest blank. The final score is the average of all scores submitted across all assessors.
| Final score | Recommendation |
|---|---|
| 0.00 – 0.60 | 🔴 Strong signal against. Consider ending the process. |
| 0.61 – 0.80 | 🟡 Unclear. Gather more evidence before proceeding. |
| 0.81 – 1.00 | 🟢 Hell yes. Move to offer. |
| Value (Examples) | 0 — Too little | 1 — Balanced | 0 — Too much |
|---|---|---|---|
| Be direct and kind | Avoids difficult conversations. Sits on problems. Stays quiet in group discussions. | Shares opinions clearly with reasoning. Gives and receives feedback constructively. | Pushes back hard when challenged. Dismisses or talks over others. |
| Execute with speed and determination | Misses deadlines. Stalls when something is unfamiliar. Needs chasing. | Delivers on time or early. Comes prepared. Tackles new domains with curiosity. | Ships carelessly. Prioritises speed over quality or maintainability. |
| Personal growth is professional growth | Rejects feedback. Lacks self-awareness about their own gaps. Unwilling to reflect. | Actively seeks feedback. Owns their development. Gives feedback to others kindly. | Externalises problems. Makes their issues other people’s responsibility. |
| Learns out loud | Goes quiet. Gets stuck without asking. Disengages from group discussion. | Asks clarifying questions and gets moving. Raises problems early. Contributes without prompting. | Talks for the sake of it. Contributes noise over signal. Derails discussions. |
This is assessed separately from culture fit but is equally important.
| 0 — Below bar | 1 — At or above bar | 0 — Concerning pattern |
|---|---|---|
| Requires excessive hand-holding or rework. Clear skill gaps for the role. | Delivers to a high standard. Brings something the team doesn’t have. Right person for the job. | Ships work that’s hasty, brittle, or not thought through. |