REMOTE HIRING CANDIDATE SCORECARD
Original planning worksheet from RemoteStaffingWiki. Not a validated assessment instrument.
Guide: https://www.remotestaffingwiki.com/insights/remote-hiring-scorecard

Role / scope:
Three outputs expected from the role:
1.
2.
3.
Essential requirements (separate from preferences):
Working-hour overlap genuinely needed:
Assessment owner:
Candidate reference (use an internal ID; keep personal information in your approved system):

BEFORE THE ASSESSMENT
- Agree the same job-relevant questions, instructions and rating anchors.
- Explain time allowance, permitted tools/AI and any compensation.
- Offer an appropriate way to request assessment adjustments.
- Use fictional or sanitized work; do not request unpaid production deliverables.

COMPETENCY RECORD (repeat for each competency)
Competency:
Why it matters to the role:
Evidence source / work sample:
Observed behavior or artifact:
Rating: insufficient evidence / 1 / 2 / 3 / 4
Reason for rating:
Follow-up required:
Evaluator:

EXAMPLE ANCHORS: checking a scheduling request
1: Misses a conflict or timezone error that changes the result.
2: Notices the issue after a prompt; needs help correcting it.
3: Produces a workable schedule and explains the timezone check.
4: Meets level 3 and identifies a relevant exception and sensible escalation.
Adapt these anchors before use; do not apply them to unrelated roles.

DECISION RECORD
Essential requirements met / unmet / not yet assessed:
Evidence gaps and follow-up:
Training and supervision this person would need:
Decision and job-related reasons:
Reviewer / date:

A score organizes evidence; it is not an automatic hiring decision.
Store completed records under your organization's privacy and retention rules.