Structured feedback beats gut feel — here's the scorecard

June 7, 2026 · 4 min

Gut feel is a great generator of hypotheses and a terrible way to make final decisions. Two interviewers can meet the same candidate and walk away with opposite conclusions.

A scorecard fixes this by agreeing, in advance, on what 'great' looks like for this role. Define the four or five competencies that matter and have every interviewer rate against the same rubric.

The magic isn't the score — it's the structure. When feedback is comparable across the panel, patterns jump out.

Olevy's hiring intelligence turns this structured feedback into decision signal — so the panel debates the substance, not who remembers the interview more fondly.