A free interview scorecard for engineering teams. Pick a technology, pull in the questions you want for the role — each with a model answer and the red flags to listen for — add your own, and score the candidate live. Your scorecard saves in your browser; copy or print it when you’re done. Nothing is sent to us.
Choose a technology and add questions across junior, mid and senior levels — or write your own.
Rate each answer Poor to Strong during the interview and jot notes as you go.
Get a weighted score and a hire recommendation, then copy or print the scorecard.
Why score interviews instead of going on gut feel
Unstructured interviews are close to noise. A structured, scored process — the same questions for every candidate, each interviewer committing to a rating before the debrief — predicts on-the-job performance far better than an open conversation and a gut call. It also protects you against the confident-but-shallow candidate who interviews well and ships badly.
Question banks by technology
The tool pulls from our full library of developer interview questions — 55 technologies and over 1,200 questions, each with a model answer and the red flags to listen for, from React and Node to Kubernetes, System Design and Data Structures & Algorithms.
How we use scorecards to vet engineers
This is a lighter version of what we run internally. Every engineer we embed or place on a build goes through a level-appropriate, scored technical screen — which is why our clients can skip the screening entirely. See how we interview engineers, or have us do it.
Frequently asked questions
Is the interview scorecard free?
Yes, completely. There is no sign-up and nothing is sent to us — your scorecard is stored only in your own browser, and you can copy or print it at any time.
Can I add my own interview questions?
Yes. Alongside the built-in bank you can add any custom question and score it just like the rest.
How is the hire recommendation calculated?
Each answer is scored from Poor (0) to Strong (3). The tool sums your scores against the maximum possible and turns the percentage into a band, from “No hire” to “Strong hire.” It is a decision aid, not a verdict.