An interview rubric is a list of questions tied to the role's required competencies, each with a scoring scale. Interviewers use it during the interview to record observations against each competency rather than against an overall impression. The platform uses the rubric afterwards to compute structured scores that feed back into the candidate's profile.
Where to author it
The rubric is generated and run from the interview you are conducting, under /{slug}/app/interviews/{id}/conduct, from the job's required competencies.
The rubric is per-job. It is derived from the Job Description's required competencies, so it stays consistent across every requisition you open for the same job.
Anatomy of a rubric item
Each rubric item has:
- The question — open-ended, written in the language of the role's locale.
- The competency it assesses — picked from the role's required competencies.
- The scoring scale — a 0–4 ordinal scale with anchored descriptions per level (Strong negative evidence / Some negative evidence / Neutral or insufficient / Some positive evidence / Strong positive evidence).
- An optional probe — a follow-up question the interviewer can ask if the candidate's first answer is shallow.
A typical role rubric has between five and ten questions, mapped to the five-to-ten most important required competencies. Asking thirty questions in a one-hour interview produces noise; asking five well-chosen ones produces signal.
The AI suggestion button
Click Suggest questions and the model proposes a set of questions covering each of the role's required competencies. Each suggestion comes pre-mapped to its competency. You accept, edit, or reject each one.
The suggestions are starting points, not final text. Most teams keep two-thirds of the suggestions, edit one-third, and write a couple of their own. A rubric you write yourself is almost always better than one you accept verbatim.
Multi-round rubrics
In v0.5, a role has one rubric. If your interview process has multiple rounds (technical screen, hiring manager interview, leadership panel), each round uses the same rubric — the interviewer records their own ratings against the same questions, and the system aggregates across rounds.
This is intentional: the same questions across rounds give you inter-rater signal. If three interviewers rate the same competency very differently, that is itself information.
How rubric ratings reach the candidate's profile
When an interview is conducted (covered in Conducting an interview), the interviewer's ratings on the rubric are saved as InterviewNote records. After the interview is marked complete, the platform aggregates the ratings per required competency and contributes them to the candidate's SkillProfile at a fidelity weight of 0.7 (lower than a hands-on simulation at 0.9, higher than a CV self-report at 0.4).
The candidate's profile, then, reflects what every interviewer rated them on every required competency — not a single panel summary.
Next
With a role authored and a rubric ready, you open the role to the public application portal — covered next.