Interview scorecard template

360 Desk Recruiter interview scorecard

Evaluate 360 Desk Recruiter candidates across 4 weighted areas: track record, method and qualification, relationships and trust, and drive and resilience. Track record leads at 35%, so check billings by year, permanent versus contract split, average fee, and placements per quarter. Ask which sectors and job families they filled and their client. Use the rubric to compare role-specific evidence consistently.

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sales business development360 recruitmentcandidate sourcingclient developmentfull desk billing
TL;DR
For track record, look for evidence the candidate quotes annual billings, fee percentages, placement volume and sector by name, with figures that reconcile across their tenure. For method and qualification, look for evidence the candidate describes a repeatable brief-taking process, tracks CV to interview to placement ratios, and refuses to work unqualified or unrealistic roles. Apply the written 1–5 anchors to every answer, record the evidence behind each rating, and use the factor weights to reach a consistent overall assessment.
Complete evaluation framework

What to assess and how to score it

Review the evidence signals before interviewing. Then use the anchored descriptions—not instinct alone—to choose the score that best matches each answer.

01
Evaluation factor

Track record

35% weight

Check billings by year, permanent versus contract split, average fee, and placements per quarter. Ask which sectors and job families they filled and their client win count.

Evidence to listen for

  • Gives numbers: quota, attainment, deal size, client roster
  • Explains the market and buyer they sold to, not just the product
  • Distinguishes what they closed from what the team closed
  • Can describe a deal they lost and why

Five-point scoring guide

1
Poor

No numbers; cannot describe what they actually sold or to whom.

2
Needs Improvement

Vague attainment; credit for team results is unclear.

3
Satisfactory

Real record with some numbers; attribution occasionally fuzzy.

4
Very Good

Clear numbers and ownership, including honest losses.

5
Excellent

Quotes annual billings, fee percentages, placement volume and sector by name, with figures that reconcile across their tenure.

02
Evaluation factor

Method and qualification

25% weight

Probe how they qualify a vacancy brief: salary benchmarking, exclusivity or PSL terms, interview process mapped, and how they screen before CV send.

Evidence to listen for

  • Has a repeatable approach to qualifying and progressing deals
  • Can walk a real deal from first contact to close
  • Handles objections with questions rather than scripts
  • Knows when to disqualify

Five-point scoring guide

1
Poor

No method; pitches at everyone and hopes.

2
Needs Improvement

Weak qualification; deals stall with no diagnosis.

3
Satisfactory

Workable method; inconsistent on complex or long cycles.

4
Very Good

Clear repeatable method; disqualifies early and deliberately.

5
Excellent

Describes a repeatable brief-taking process, tracks CV to interview to placement ratios, and refuses to work unqualified or unrealistic roles.

03
Evaluation factor

Relationships and trust

25% weight

Assess how they keep candidates warm through offer and counter-offer, plus evidence of repeat business, referrals, and hiring managers who followed them.

Evidence to listen for

  • Has clients or talent who came back or referred them
  • Manages a difficult conversation without damaging the relationship
  • Represents the client's interest, not only the commission
  • Builds rapport across seniority levels

Five-point scoring guide

1
Poor

Transactional; burns relationships for a close.

2
Needs Improvement

Builds rapport but does not sustain relationships.

3
Satisfactory

Solid relationships; less tested in conflict.

4
Very Good

Repeat business and referrals; handles conflict without damage.

5
Excellent

Names long-term clients who rehired, cites referral-sourced placements, and handles counter-offers and drop-outs without burning either side.

04
Evaluation factor

Drive and resilience

15% weight

Look for daily activity discipline: call volumes, business development blocks, ATS or CRM hygiene in Bullhorn, Vincere or JobAdder, and recovery after a dry month.

Evidence to listen for

  • Handles rejection and a bad quarter without unravelling
  • Self-directed on pipeline rather than waiting for leads
  • Coachable on feedback
  • Honest in how they represent the product and themselves

Five-point scoring guide

1
Poor

Gives up easily; blames leads, product, or market.

2
Needs Improvement

Motivation depends on momentum; resistant to coaching.

3
Satisfactory

Steady; recovers from setbacks with support.

4
Very Good

Self-motivated, coachable, and steady through bad stretches.

5
Excellent

Owns a bad quarter with specifics, sustains outbound BD alongside delivery, and logs activity consistently rather than relying on inbound applications.

Evidence-led prompts

Interview questions for a 360 Desk Recruiter

Use these prompts to surface evidence for the weighted factors above and compare candidates against the same role-specific criteria.

  1. 01

    What industries or types of roles have you most frequently recruited for?

  2. 02

    Can you describe a time when you successfully filled a hard-to-fill role?

  3. 03

    Describe a time when you sourced a strong candidate under a tight deadline.

  4. 04

    Can you share an example where you used creative approaches to attract candidates?

  5. 05

    Do you have experience with social media and direct sourcing?

See the complete 360 Desk Recruiter question set
Put this rubric to work

Score every candidate against the same standard

Add these weighted factors to Hirevire and let AI evaluate recorded answers against your rubric.

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