An interview scorecard is the tool that makes a structured interview concrete. It lists the handful of criteria that actually predict success in a role, such as a core skill, problem-solving, communication and collaboration, and asks each interviewer to rate the candidate on each one and record the evidence behind the rating. A score without a reason attached is just a feeling wearing a number, so the evidence is the point.
The sequence matters as much as the form. Each interviewer fills in their scorecard independently, right after their own conversation and before the panel compares notes. This stops the first or most senior voice in the debrief from anchoring everyone else, so the team starts from a set of honest, independent reads rather than a single confident opinion.
When the scorecards come together, the most useful information is often the disagreement. A split, where one interviewer saw something the others missed, is a signal to dig into the conflicting evidence rather than a number to average away. Used this way, a scorecard turns a vague debrief into a clear, evidence-based decision that anyone can review later.