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
Execution and reliability
35% weight
Check what they ran day to day: headcount supervised, shift coverage, SLA or OTIF targets, inventory accuracy, throughput numbers, and which ERP or WMS they worked in.
Evidence to listen for
Describes a workload they owned and how they kept it from slipping
Names the tools and systems they ran day to day
Can talk about volume: tickets, inboxes, orders, uptime
Nothing quietly falls through when they are busy
Five-point scoring guide
1
Poor
Cannot describe their own workload; things slip without them noticing.
2
Needs Improvement
Handles routine volume; drops work under pressure.
3
Satisfactory
Reliable on steady-state work; struggles when volume spikes.
4
Very Good
Consistently reliable at real volume with a system for staying on top.
5
Excellent
Names owned metrics with before and after figures, team size, and the specific systems (NetSuite, SAP, Odoo) used to track them.
02
Evaluation factor
Improving the process
25% weight
Probe one process they rebuilt: the bottleneck found, SOPs written, tools used (Lean, 5S, Kaizen, value stream mapping), and cost or cycle time saved.
Evidence to listen for
Has changed a process rather than only following one
Can name what was slow or error-prone and what they did about it
Documents so the improvement survives them
Knows when a process is worth automating and when it is not
Five-point scoring guide
1
Poor
Follows instructions only; no sense that process can change.
2
Needs Improvement
Notices problems but escalates rather than solving.
3
Satisfactory
Makes small improvements; impact is local and undocumented.
4
Very Good
Has redesigned a real process with measurable effect.
5
Excellent
Walks through a documented change end to end, quantifies savings, and shows the SOP or dashboard that kept the gain in place.
03
Evaluation factor
Judgement and autonomy
25% weight
Test how they handled a supplier failure, staffing shortfall, or spike in demand without escalating: what they decided alone, budget authority held, and the trade-off accepted.
Evidence to listen for
Knows what to decide alone and what to escalate
Handles an exception without freezing or improvising recklessly
Protects confidentiality and access appropriately
Asks a clarifying question rather than guessing on something costly
Five-point scoring guide
1
Poor
Either escalates everything or acts recklessly on their own.
2
Needs Improvement
Needs frequent direction; uneasy with exceptions.
3
Satisfactory
Sound judgement on familiar decisions.
4
Very Good
Clear sense of their own authority; handles exceptions well.
5
Excellent
Describes decisions made within a clear authority limit, explains the trade-off between cost, service and staff, and owns the outcome.
04
Evaluation factor
Communication
15% weight
Assess how they brief shift leads, negotiate with vendors, and report upward: cadence of stand-ups, weekly ops reviews, escalation paths, and handling underperformance conversations.
Evidence to listen for
Writes clearly enough that people act without a follow-up
Manages expectations before a deadline slips, not after
Handles a frustrated colleague or customer calmly
Works across time zones or async where the role needs it
Five-point scoring guide
1
Poor
Unclear written communication; goes quiet when things slip.
2
Needs Improvement
Communication needs chasing; raises problems late.
3
Satisfactory
Clear enough day to day; proactive updates are inconsistent.
4
Very Good
Clear, proactive, and calm under pressure.
5
Excellent
Gives concrete examples of running ops reviews, aligning warehouse or floor staff with finance and sales, and documenting difficult conversations.
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.
