Free hiring scorecard
The Agency Hire Scorecard.
Know who you need before you interview anyone.
Fill it in on this page, then print it or save it as a PDF. No email needed, and what you type stays in your browser.
Fill it in. Then print it.
Type on the lines, or print it blank and write by hand. Start with part 1: if you can’t write three outcomes yet, the seat isn’t ready to interview for.
Hire Scorecard
Fill it in before you write the job ad. If you can’t, you’re not ready to interview yet, and that’s worth knowing.
From SuperHired · superhired.ai/agency-hire-scorecard
Before the job ad. Then in every interview.
The scorecard works because you write it before you meet anyone. When the seat lives only in your head, any confident candidate can say “that’s me”.
Write the outcomes first.
Three to five results the seat must deliver by day 90, each one you could check. “Owns the monthly report for four accounts” works. “Strong communicator” doesn’t.
Build the work test from them.
A short piece of the real job that shows whether someone can deliver those outcomes. Decide what a 1 and a 5 look like before anyone takes it, and pay finalists for their time.
Check the pay before you post.
Compare your low, mid and high with the market, so you don’t lose a finalist on money. Our hiring guides list US pay with sources for 19 marketing roles.
Agree the red flags before the first interview.
Write down what would make you say no, with anyone else who interviews. Then a good interview can’t talk you out of it.
Score every finalist the same way.
Print a copy for each finalist. Score the work test 1 to 5 against your outcomes, and note any red flag you hear. For the conversation itself, use our 12 interview questions for agency hires.
What it looks like filled in.
Hire Scorecard
Seat: Retention strategist · Example
First-90-day outcomes
- Owns the monthly plan and report for 4 accounts
- Runs those client calls without the founder
- One tested flow change live on every account
The work test
- TaskLast month’s flows and results: what would you change first?
- PaidYes
- Score 1 to 5 againstThe three outcomes above
The pay check
Red flags
- Can’t show flows they built themselves
- “Says done, but it is not done”
This example is for a retention strategist at an agency. Each outcome is something you could check on day 90, and the work test uses the seat’s real work: last month’s flows and results.
The pay check is left blank on purpose. Use current figures for your seat and your market, not ours.
The red flags are specific enough to listen for in an interview and to check in the work test.
Questions about the scorecard
Do I need to give my email to use it?
No. The scorecard is free and it is open on this page. Fill it in, then print it or save it as a PDF.
If you want a copy by email, there is an optional form beside the sheet. We email you the scorecard and a link back to this page. Only if you tick the box do we also send four short notes on using it and, if you don’t book a call, one note a month for up to six months. One click stops them.
Where does what I type go?
It stays in this browser. The page keeps it in your browser’s own storage so it is still there when you come back on the same device. We never receive it, and no form or tracking tag carries it. “Clear the sheet” deletes it.
The email form sends only what is in that form: your email, your first name and the seat, if you fill it in.
How is this different from an interview scorecard?
An interview scorecard rates answers. This one sets what you are hiring for before the first interview: the results the seat must deliver in 90 days, the work you will test, the pay range and the red flags.
Use it to score each finalist’s work test against the same outcomes, and pair it with good interview questions. Our 12 interview questions for agency hires are a good place to start.
How do I score the work test?
Score each finalist from 1 to 5 against the outcomes in part 1. Write down what a 1 and a 5 look like before anyone takes the test, so every finalist is held to the same standard. Pay finalists for their time.
What if I can’t write three outcomes?
That is a useful finding. The seat isn’t defined yet, and an interview can’t define it for you. Work out the outcomes first. If you’d like a second pair of eyes, book a free call and tell us the role.
What does SuperHired charge if I want help with the hire?
A standard search is a $7,500 flat fee. Specialist or technical searches are $10,000 to $15,000 and executive searches are $15,000 to $25,000, set by the role, never by the salary. You pay a 30% deposit at signing and the remaining 70% when an offer is accepted. A 120-day replacement guarantee applies under the service terms, which we explain before you commit.
When you want help
Tell us the role. We’ll show you how we’d fill it.
A free call to work out who you need and how we can help. Bring your scorecard, filled in or not.
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