How it works

From scattered notes to one clear memo

Built for any team that interviews: hiring managers, founders and HR leads who run hiring alongside everything else.

1
Set the role and competencies
Start from a ready set for sales, engineering, operations, retail, nonprofit, healthcare leadership or people managers, use the general set for any role, or write your own. Up to five competencies keeps the scorecard focused.
2
Paste each interviewer's notes
One box per interviewer, up to six. Use initials only. Messy notes are fine — bullet points, shorthand and quotes all work.
3
Review the scorecard
Each competency gets a 1–4 rating with the exact words that support it and who said them. You'll also see where the panel disagrees and what nobody asked.
4
Read the memo, then decide
A one-page evidence summary shows whether the interviews lean hire, lean no hire, or need more info, with reasons. Your hiring team makes the decision. Copy it or download it as a text file for your files.

The rules it follows

Ratings are based only on job-related evidence in the notes.
Every rating shows the quote behind it, so you can check it.
Built to leave protected traits out of scoring: age, race, color, sex, pregnancy, sexual orientation, gender identity, religion, disability or health, accommodation, genetic information, national origin, citizenship, veteran status or salary history. If notes mention one, you'll see a warning and that content is left out of the scorecard and memo.
When evidence is thin, it says "need more info" instead of guessing.

It doesn't make the hiring decision. Your hiring team does.
It doesn't interview, screen or rank candidates, and gives no overall score.
It doesn't check licenses, references or backgrounds.
It deletes your notes after 30 days.
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