Framework

Sales hiring scorecard template

A five-section scorecard, written before sourcing, used across every interview. Converts hiring from personality-driven to evidence-driven. Each section has structural prompts; adapt the specifics to the role.

The template

Role: ________________________________________
Hiring manager: _______________________________
Date created: __ / __ / 202_

1. MISSION
One sentence. Specific, measurable, time-bound.
'This [role] will [deliver outcome] by [date], working [structure].'
Example: 'This AE will close 600k pounds of net-new ARR in their
first 12 months from a UK mid-market SaaS pipeline, working with a
paired SDR.'

Mission: _____________________________________

2. OUTCOMES (3-5)
Specific outcomes the role must deliver in the first 6-12 months.
Non-negotiable; the candidate must support these.

Outcome 1: __________________________________
Outcome 2: __________________________________
Outcome 3: __________________________________
Outcome 4: __________________________________
Outcome 5: __________________________________

3. COMPETENCIES (6-10)
Specific behaviours / skills required. Each rated 1-5 against the
candidate after interview process.

Competency 1: _______________________________ rating: _ / 5
Competency 2: _______________________________ rating: _ / 5
Competency 3: _______________________________ rating: _ / 5
Competency 4: _______________________________ rating: _ / 5
Competency 5: _______________________________ rating: _ / 5
Competency 6: _______________________________ rating: _ / 5
(Add more as needed)

4. BEHAVIOURAL CULTURAL ANCHORS (2-4)
'How we work' criteria. Use behavioural anchors, not vibe.
Bad: 'cultural fit'. Good: 'works to written specs, pushes back on
unclear specs in writing, documents decisions'.

Anchor 1: ___________________________________
Anchor 2: ___________________________________
Anchor 3: ___________________________________
Anchor 4: ___________________________________

5. DISQUALIFIERS (3-5)
Things that, if true, kill the application regardless of how strong
the rest is.

DQ 1: _______________________________________
DQ 2: _______________________________________
DQ 3: _______________________________________
DQ 4: _______________________________________
DQ 5: _______________________________________

INTERVIEW ROUNDS
Each interviewer assigned 2-3 competencies to assess in depth.

Round 1 (recruiter screen, 30 min) - assesses: ____________
Round 2 (hiring manager, 45 min) - assesses: _____________
Round 3 (peer + leadership, 60 min) - DEAL WALKTHROUGH
Round 4 (SE / technical peer, 45 min) - role-play / problem-solving
Round 5 (founder / VP, 30 min, optional) - cultural anchors

POST-INTERVIEW SCORING
For each competency, each interviewer gives 1-5 rating with evidence.

DECISION
- All disqualifiers cleared: Y / N
- All outcomes support-able: Y / N
- Average competency rating: ____ / 5
- Cultural anchors confirmed by 2+ interviewers: Y / N
- Decision: hire / decline / second-look

NOTES
________________________________________________

UK-specific gotchas

  • Right-to-work check: verify before extending offer (Home Office RTW process; tightened post-2024)
  • Pay-transparency: candidates increasingly expect the OTE band published in the job posting
  • Notice periods: UK sales is typically three months for IC, six for senior leadership; build into ramp planning
  • Rejected-candidate feedback: UK candidates expect specific, actionable feedback when rejected from later rounds; ghosting generates negative employer-brand signal

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