A stock hiring scorecard rates every role the same.
Build one calibrated to yours.
Assay generates the scorecard, the rubric, and the matching interview questions — tied to the role, the stack, and the seniority you’re hiring for.
$69 per role. No subscription.
Built for your role, not pulled off a shelf.
Calibrated to the actual role
A template scores a junior and a senior hire on the same five things. A tailored scorecard weighs what actually matters at the seniority of the role.
Reflects the work, not abstract traits
Most templates rate generic qualities like communication and problem-solving. Yours grades the specific competencies the person will use on day one — built from the role, stack, and team context you describe.
Tied to the questions that surface the answers
A scorecard with no interview to feed it is a checklist nobody fills out. Assay generates the questions alongside the rubric so every interviewer knows what to listen for.
What you actually get.
Every Assay output is built around the role you describe. Below are slices of what we generated with Assay for our own Senior Backend Engineer role — from the job description through the interview guide.
Senior Backend Engineer
Own the design and operation of the services behind our hiring platform: a Next.js application backed by Postgres and a Python analysis service. You’ll make schema, API, and reliability decisions that the rest of the team builds on.
What you’ll do
- Design and evolve Postgres schemas and the APIs over them, with row-level security as a first-class constraint
- Own reliability for a small fleet of containerized services — deploys, observability, and incident response
- Review code across the backend surface and raise the bar it sets
What we’re looking for
- Depth in a production Postgres — schema design, query performance, migration discipline
- Experience running containerized services in a small-team setting, where you are the on-call
- Judgment about when to build, when to buy, and when to delete
Senior Backend Engineer
We’re a small team building hiring tools that treat candidates like people and interviews like evidence. You’d be the engineer who owns the backend: the schemas, the services, and the calls that keep both honest. Small team, real ownership, no puzzle interviews — we’ll ask you to review code, not invert a binary tree on a whiteboard.
The scorecard, plus everything you need to grade with it.
A scorecard calibrated to the role
Weighted competencies that match the seniority, stack, and team context you provide.
A rubric that tells interviewers what “strong” looks like
Per competency — so every interviewer grades the same way.
Interview questions that map to the rubric
Open-ended and non-leading, designed to surface the behaviors the scorecard measures.
Cross-candidate comparison view
Structured scoring that makes candidate-to-candidate comparison honest and defensible.
A structured scorecard, used consistently by every interviewer, predicts job performance far better than gut-feel debriefs.
That’s what decades of industrial-organizational psychology keep landing on: structure and a shared scoring standard are what make an evaluation predictive. Assay bakes the structure in — so a scorecard tied to a rubric, used the same way by every interviewer, does more than any downloaded template ever could, without you reading the research to get there.
Stop guessing in interview debriefs.
Generate a hiring scorecard built around your role, with the rubric and interview questions to grade against it — in a few minutes. See it first, decide after.
Build your first hiring scorecard