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HIRING · TEMPLATE · 5 MIN READ
A scoring rubric for resume triage.
Five criteria. Each scored 0–3. Sum is the shortlist score. Reviewer variance drops within two cycles. Easy to defend in front of a hiring manager.
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WHY
Why a rubric, not "vibes".
The natural alternative to a rubric is "I'll know it when I see it." That works fine for one reviewer screening 10 résumés a year. It falls apart at scale, and it doesn't survive auditing.
A simple rubric reduces reviewer variance, makes shortlist decisions defensible, and surfaces calibration drift between reviewers within a few cycles.
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RUBRIC
The five criteria.
- 01 · Stack alignment0–3 · CORE TECH MATCH
- 02 · Seniority signal0–3 · SCOPE OF PAST OWNERSHIP
- 03 · Trajectory0–3 · GROWTH OVER LAST 3 ROLES
- 04 · Domain fluency0–3 · INDUSTRY CONTEXT
- 05 · Communication artefacts0–3 · WRITING SAMPLES, TALKS, PRS
Sum gives 0–15. Shortlist threshold typically 10. Below 7 is auto-decline. Between 7 and 10 is the discussion zone.
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CALIBRATE
Calibration.
Have two reviewers score the same five résumés independently in week one. Compare. Where scores differ by 2+ on a single criterion, that's a definition disagreement — fix the rubric, not the reviewers.
Re-calibrate every two months for the first six months, then quarterly.
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