Interview scorecard template

Haptic Interface Designer interview scorecard

Pre-screening scorecard for Haptic Interface Designer candidates.

See AI scoring
engineering applied scienceactuator designhapticsvibrotactile uiwaveform authoring
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

Technical depth

35% weight

Probe fluency with LRA, ERM, piezo and voice coil actuators: resonance tuning, waveform authoring in tools like Immersion or TouchSense, and psychophysical thresholds such as JND.

Evidence to listen for

  • Explains the physics or mechanism behind their work, not just the tooling
  • Names the standards, tolerances, and constraints they designed against
  • Can defend a design decision under follow-up questions
  • Distinguishes what they personally engineered from what the team delivered

Five-point scoring guide

1
Poor

Cannot explain the fundamentals of their own stated specialism.

2
Needs Improvement

Knows the vocabulary but not the underlying mechanism; struggles under follow-ups.

3
Satisfactory

Solid working knowledge for the role; depth thins out on edge cases.

4
Very Good

Strong command of the domain; explains trade-offs and defends decisions well.

5
Excellent

Names actuator classes with drive requirements, cites resonant frequency tuning, and explains perceptual thresholds behind chosen amplitude and duration values.

02
Evaluation factor

Work that shipped

30% weight

Ask for shipped devices carrying their haptic effects: phone taptics, automotive touch panels, VR controllers or surgical trainers, plus effect library size and latency budgets met.

Evidence to listen for

  • Names specific programmes, parts, or systems that reached production or field use
  • States their own scope inside the project
  • Can give measured outcomes: yield, cycle time, cost, failure rate
  • Explains what went wrong and what they changed

Five-point scoring guide

1
Poor

No delivered work; experience is coursework, lab-only, or purely observational.

2
Needs Improvement

Contributed to projects but cannot say what shipped or what their part was.

3
Satisfactory

Has delivered real work; outcomes described without numbers.

4
Very Good

Names shipped work and their scope, with some measured results.

5
Excellent

Points to specific released products, describes their effect library and the sub-20ms latency and power targets the design had to satisfy.

03
Evaluation factor

Diagnosis under uncertainty

20% weight

Test how they debug a buzzy or mushy effect: distinguishing driver clipping, mechanical coupling loss, enclosure damping or firmware timing jitter using accelerometer measurement.

Evidence to listen for

  • Describes a real failure they chased to root cause
  • Shows a method: isolate variables, reproduce, measure, eliminate
  • Distinguishes correlation from cause
  • Says what they ruled out and why, not only what the answer turned out to be

Five-point scoring guide

1
Poor

No diagnostic method; guesses or escalates immediately.

2
Needs Improvement

Trial and error with no structure; cannot explain how they narrowed the cause.

3
Satisfactory

Reasonable method on familiar problems; less structured on novel ones.

4
Very Good

Clear systematic approach with a real root-cause story.

5
Excellent

Walks through isolating cause with accelerometer traces and swap tests, separating mechanical mounting problems from driver waveform or scheduling faults.

04
Evaluation factor

Working across the org

15% weight

Check collaboration with mechanical, firmware and UX teams on mass, mounting stiffness and gesture mapping, plus running user studies to validate tactile discriminability.

Evidence to listen for

  • Explains technical constraints to non-technical stakeholders without condescension
  • Has negotiated scope, cost, or timeline with manufacturing, product, or suppliers
  • Documents decisions so others can act on them
  • Takes review feedback without defensiveness

Five-point scoring guide

1
Poor

Cannot communicate outside their specialism; dismissive of other functions.

2
Needs Improvement

Communication gaps cause rework; avoids stakeholder contact.

3
Satisfactory

Works adequately with other teams; documentation is thin.

4
Very Good

Communicates clearly across functions; reliable collaborator.

5
Excellent

Describes negotiating mounting and mass constraints with ME, aligning cues with UI states, and feeding user study results back into effect design.

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.

Explore AI Scorecards