Interview Rubric
Scoring grid with dimensions, levels (1–5), and anchored behaviors per level.
A rubric forces interviewers to score on the same dimensions and anchors what each score means. It's the operating system of structured interviewing.
A good rubric has 3–5 dimensions per interview, behavioural anchors at each level (so a '4' means the same thing across interviewers), and explicit guidance on what evidence to collect. Generic 'communication: good' scoring drifts within months — anchored 'communication: 4 = explained tradeoffs without prompting, used concrete examples' does not.
Keep going. Cross-pollinate.
Structured interviews predict performance 2.5× better than unstructured. Here's the rubric format we ship with Screeq, the calibration cadence, and the failure modes to avoid.
Interview with predefined questions and a scoring rubric, scored independently per dimension.
We're hiring a Recruiting Coordinator to keep interview operations running flawlessly. You'll work in a small, senior team that ships, owns its outcomes, and treats teammates and candidates with respect.
Twenty structured interview questions for Software Engineer roles, mixing behavioural, technical, situational, and values. Score 1–5 per question, calibrate independently before debate.
Engineering hiring is structured-interview-heavy and signal-poor. Screeq's rubric-first interview workflow and AI scoring fit how tech actually hires.
Rippling is impressive in scope. The per-module pricing is the catch — most customers end up with a bigger bill than they expected.
The platform
behind the definitions.
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