Five universal evaluation dimensions with role-specific framing. Communication, domain expertise, problem-solving, cultural fit, growth — each on a 1-5 scale with anchor descriptions. Pick a role to tailor.
Interview scorecard · Account Executive
Rating scale · 1-5
1
Weak
Notable concerns. Multiple instances of poor evidence.
2
Below bar
Some gaps. Below what we need for this role.
3
At bar
Meets the bar. Solid, but not exceptional.
4
Above bar
Strong. Clear positive evidence.
5
Exceptional
Outlier. Rare combination of evidence + capability.
Communication & clarity
How clearly does the candidate frame their reasoning, examples, and questions?
Role lens: For Account Executive: tightness under pressure + ability to handle objections, not just clarity of explanation.
Evidence
Domain expertise
Depth of knowledge in the role's core craft. Resist overweighting current-tool-set knowledge.
Role lens: Listen for: real past-evidence stories, not best-practice recitation. Specific over generic.
Evidence
Problem-solving
How they approach an unfamiliar problem — decomposition, hypothesis-testing, scoping the unknown.
Role lens: For Account Executive: structure beats elegance. Did they decompose? Did they prioritize the right starting point?
Evidence
Cultural / collaboration fit
How they collaborate, give and receive feedback, and operate cross-functionally. Watch for bias here.
Role lens: Important caveat: this dimension is where hiring bias most commonly enters. Anchor on collaboration *evidence*, not vibe.
Evidence
Growth & motivation
Trajectory — are they leveling up, what they're focused on next, why this role is the right step.
Role lens: For Account Executive: their next-skill answer should be specific. Vague answers ('grow as a leader') are a flag.
Evidence
Overall recommendation
One-line summary
What I'd want a second interviewer to probe
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