Scope the job with the candidate scorecard

The scorecard is the single most important thing you set on a job, because it's the definition of "good" that the rest of the pillars run on. Each attribute becomes a qualifier the Assistant evaluates every candidate against — so a sharp scorecard means a sharp shortlist, and a vague one means noise.

When to use it. Do this first, before you write the ad. Knowing exactly what you're looking for makes the job content write itself — and makes screening trustworthy later.

After you create a job, you're on the Edit candidate scorecard screen. This is a split view:

• Left — the Summary and the Scorecard.
• Right — the Job Analysis assistant (chat).

What's on the screen

Summary

A free-text Summary of the role. Note: "This is for internal use only. It will not be shared with the candidate." Use it for the context that shouldn't go in the public ad — salary band, the real reason the role is open, who the hiring manager is.

Scorecard

The Scorecard is the set of attributes the ideal candidate should have — "Add different attributes that the ideal candidate should have." Each attribute has a title, a description of what you're looking for, and a weight. Each scorecard attribute is the qualifier candidates are later evaluated against, so the attributes you set here become the criteria that show up when you assess candidates (see Evaluation & screening).

• Choose New attribute to add one (up to 12 attributes).
• Reorder, edit, or delete attributes inline.

Job Analysis (the assistant)

On the right, describe the role to the Job Analysis assistant and it proposes a job title, the Summary, and scorecard attributes for you. You can also ask it to improve a specific attribute from that attribute's menu. This is the fastest way to a first draft — paste in an old JD, a Slack thread, or a few bullet points and let it structure them.

Scorecard Quality Check

A coverage indicator (scored out of 5) shows how well your scorecard covers the role, with a tooltip listing which dimensions are covered or missing, plus written feedback. Treat it as a prompt, not a grade: a gap it flags is usually a criterion you'd have wished you'd added once candidates start arriving.

Writing attributes that screen well

• Be specific and observable. "Owned a B2B onboarding flow end to end" screens better than "good communicator" — the Assistant can find evidence for the first, not the second.
• Use weight to reflect what actually matters. A handful of heavily-weighted must-haves beats twelve equally-weighted nice-to-haves.
• Don't pad to fill the slot. Three sharp attributes scope a role better than twelve fuzzy ones. You have room for up to 12; you rarely need them all.

Moving on

• In the empty state you can choose Complete later to jump straight to the candidates board.
• Otherwise, Done continues once you have more than 2 attributes (3 or more); the button is disabled until then.

Heads up on tokens: if you edit the scorecard after a job already has active candidates, you'll get a Confirm token usage prompt — re-running the candidate assistant's summary on each active candidate costs 20 tokens. You can save without re-generating.

Adding attributes requires AI candidate assistance to be on for the listing (see Advanced settings).

Troubleshooting

The Done button is greyed out. You need 3 or more attributes — add another, or use Complete later to skip ahead and come back.

Can't add an attribute. AI candidate assistance is off for this listing. Turn it back on under Advanced settings, then add attributes.