Behavioral interview scorecard covering collaboration, ownership, and growth mindset.
Evaluates how the candidate works with others, communicates across functions, and contributes to team success.
Candidate provides specific examples showing they adapt their communication style, actively seek input from others, and credit the team for successes. They demonstrate empathy and flexibility.
Candidate describes collaboration as 'telling others what to do', takes sole credit for team outcomes, or cannot provide examples of working effectively with diverse teammates.
Assesses whether the candidate takes responsibility for outcomes and drives work to completion independently.
Candidate shares examples where they took responsibility for failures (not just successes), proactively identified and solved problems, and followed through without needing to be managed.
Candidate blames others for every failure, waits to be told what to do, or cannot describe a situation where they took initiative.
Evaluates how the candidate handles disagreements, gives and receives feedback, and navigates difficult conversations.
Candidate addresses conflicts directly but respectfully, seeks to understand other perspectives, and reaches constructive resolutions. They show self-awareness about how they handle difficult conversations.
Candidate avoids conflict entirely, escalates everything to management, or describes winning arguments rather than finding resolutions.
Assesses whether the candidate actively seeks to learn, adapt, and grow professionally.
Candidate shows genuine curiosity, describes specific learning initiatives, reflects on failures as learning opportunities, and demonstrates adaptability when facing new challenges.
Candidate has not learned anything new recently, frames every experience as a success, or blames external factors for lack of growth.
Evaluates whether the candidate's personal values and motivations align with the company's mission and culture.
Candidate's described ideal environment matches the company culture, their motivations align with the mission, and they ask thoughtful questions about the team and culture.
Candidate's stated preferences directly contradict the company culture (e.g., wants strict hierarchy in a flat org), or they show no interest in the company's mission beyond compensation.
Interview notes go here...