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Tasks track the work a hire needs; scorecards turn interview impressions into comparable, structured feedback. Both keep the hiring team aligned without side-channel chat.

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Tasks

A task is a piece of follow-up work tied to a candidate, application, or job — for example, “send the take-home” or “check references.” Assign it to a teammate with a due date.
  • Tasks appear on the owner’s list and on the related candidate.
  • Completing a task records who did it and when on the timeline.
  • An automation can create a task on a stage change, so routine steps are never forgotten.
Use a task for anything with an owner and a deadline. Use a note for a decision or context. Keeping them distinct keeps the timeline readable.

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Scorecards

A scorecard is a set of criteria an interviewer rates after an interview. Instead of free-form impressions, each interviewer submits scores and notes against the same criteria, so candidates are compared on the same basis.
1

Assign the scorecard

Attach a scorecard to an interview or interviewer. Choose the template that matches the stage.
2

Submit feedback

After the interview, the interviewer rates each criterion and adds notes. Submit once — a completed scorecard is part of the record.
3

Compare

Before a stage decision, review scorecards side by side. Look at the reasons, not only the totals.
A scorecard is a decision aid, not a decision. A human owns every hire and reject. Do not auto-advance or auto-reject on a score alone.

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Next steps

Interviews and scheduling

Schedule the interviews scorecards attach to.

AI features

Optional assistance that stays advisory.