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
Body of work
35% weight
Ask for anonymised before and after resumes across levels: new graduate, mid-career pivot, C-suite. Look for federal, academic CV, or CAR-format samples and documented interview callback outcomes.
Evidence to listen for
Has work that exists publicly and can be checked
States what they made versus what they contributed to
Can talk about range as well as their signature style
Knows how the work was received and by whom
Five-point scoring guide
1
Poor
Nothing finished or public; describes intentions rather than output.
2
Needs Improvement
Small or unverifiable body of work; unclear personal contribution.
3
Satisfactory
Real output with adequate range; reception described vaguely.
4
Very Good
Substantial verifiable work with clear ownership and range.
5
Excellent
Shows a varied anonymised portfolio spanning seniority and sectors, with client callback or placement results attached to specific rewrites.
02
Evaluation factor
Craft and technique
25% weight
Test command of ATS parsing (Workday, Taleo, Greenhouse), keyword mapping to job descriptions, achievement bullets with quantified metrics, and clean formatting without tables or text boxes.
Evidence to listen for
Can discuss technique concretely rather than in terms of feel or vibe
Names influences and what they took from each
Explains a deliberate choice and the effect it was for
Knows their own weak areas and what they do about them
Five-point scoring guide
1
Poor
No technical vocabulary; cannot discuss choices behind the work.
2
Needs Improvement
Talks in generalities; choices sound accidental.
3
Satisfactory
Solid craft with some ability to explain decisions.
4
Very Good
Articulate about technique and deliberate about effect.
5
Excellent
Explains keyword and parsing choices precisely, rewrites duty statements into measurable accomplishments, and names formatting traps that break applicant tracking systems.
03
Evaluation factor
Reliability and process
25% weight
Probe turnaround times, intake questionnaire and discovery call process, revision policy, and how they handled a client who missed deadlines or disputed a draft.
Evidence to listen for
Meets deadlines and briefs, with evidence
Handles revisions and direction without ego
Describes how they work when the brief is vague or changes late
Has repeat clients, bookings, or collaborators
Five-point scoring guide
1
Poor
Misses commitments; cannot take direction.
2
Needs Improvement
Inconsistent delivery; defensive about revisions.
3
Satisfactory
Reliable on clear briefs; struggles when direction shifts.
4
Very Good
Consistently delivers and adapts; repeat collaborators.
5
Excellent
Describes a repeatable intake to delivery workflow with stated turnaround, version control, and a defined revision cap that still leaves clients satisfied.
04
Evaluation factor
Presence with an audience
15% weight
Judge how they draw career stories out of reticent clients, deliver difficult feedback about employment gaps or demotions, and handle LinkedIn or interview coaching sessions.
Evidence to listen for
Comfortable performing or presenting on demand, including cold
Reads a room and adjusts
Handles a bad night, a difficult client, or a hostile crowd without unravelling
Represents the employer well in front of others
Five-point scoring guide
1
Poor
Cannot perform or present on request; unravels under pressure.
2
Needs Improvement
Rigid delivery; no read of the room.
3
Satisfactory
Competent in familiar settings; less adaptable in new ones.
4
Very Good
Strong presence and adapts to the room.
5
Excellent
Elicits achievements from vague clients through targeted questioning, and frames gaps or setbacks honestly without damaging the client's confidence.
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