The proven scorecard template to hire top startup product talent

Recruiting Manager talent both Individual Contributors (IC) and Managers are vital to the growth of your startup. Establishing your unique brand identity helps you stand out to potential customers and drives demand. So when you’re growing fast, a mis-hire in these roles can flatten your company's trajectory toward the moon. Don’t let that happen with Yobs' Recruiting Manager Interview Scorecard.

What's a Yobs hiring scorecard?

The Yobs Recruitment Scorecard are built around competencies predictive of success in Recruitment. Each kit includes a scorecard with (a) definitions of the competencies, (b) interview questions in the context of Recruitment and if relevant managing a team, and (c) signals to look for in a candidate’s interview answers.

Some competencies are more important than others when predicting performance, depending on the responsibilities of the job.

The Recruitment Individual Contributor (IC) Scorecard focuses on the competencies that matter the most.

Self Assured

Independently owns and executes full recruitment cycles


Sticks to hiring best practices and legal guidelines


Cooperates with internal stakeholders to understand hiring requirements


Hard working and orderly


Pays attention to details

Download the Startup Recruiting Manager Scorecard

Relevant Job titles

The following job titles are especially relevant to the Recruitment Individual Contributor Scorecard.

The Recruitment Manager Scorecard focuses on the competencies that matter the most.

Plans and Aligns

Sets recruitment goals and monitors team’s progress towards them


Innovatively improves talent pipeline effectiveness

Strategic Mindset

Develops actionable roadmaps to carry out recruitment strategies


Honest and sincere


Hard working and orderly

Relevant Job titles to Recruiting IC Interview Kit

The following job titles are especially relevant to the Recruitment Manager Interview Kit.

Scorecards include a balance of behaviorally- and scenario-based questions. On one hand, past behavior predicts future behavior and future performance. On the other hand, scenario-based questions are more flexible and future-facing to allow candidates to shoot their shot. Taken together, evidence supports a blend of multiple methods to optimize for predicting on-the-job success for Recruitment Individual Contributors.

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