The Problem and the Fix
Without a skill
- Interviewers give vague feedback like 'seemed strong' or 'not a fit' with no data you can compare.
- Two interviewers rate the same candidate completely differently because there's no shared rubric.
- Your hiring process feels subjective, and you can't explain to rejected candidates what the evaluation criteria were.
With aidowith.me
- Ship a scorecard with 5 to 8 weighted criteria and AI-generated rubrics that remove scoring ambiguity.
- Give every interviewer clear instructions and 1-to-5 definitions so feedback is consistent and comparable.
- Auto-calculate composite scores and see ranked candidate lists without manual math.
Who Builds This With AI
HR & People Ops
Job descriptions, interview kits, onboarding docs built fast.
Managers & Leads
Reports, presentations, and team comms handled faster.
Founders
Move fast on pitches, pages, research. AI as your first hire.
How It Works
Define evaluation criteria and weights
Pick 5 to 8 dimensions that matter for the role. Assign percentage weights so technical skills or culture add carry the right influence on the final score.
Generate detailed rubrics
AI writes specific descriptions for each score level (1 through 5) per criterion. No vague language: each level describes observable behaviors or demonstrated skills.
Build the scorecard form and instructions
Create a spreadsheet or form interviewers fill out during or after each interview. Add auto-calculated weighted scores and a one-page instruction sheet.
Create Your Candidate Scorecard Now
Follow the route and give every interviewer a clear rubric that makes hiring decisions data-driven.
Start This Skill →What You Walk Away With
Define evaluation criteria and weights
Generate detailed rubrics
Build the scorecard form and instructions
Auto-calculate composite scores and see ranked candidate lists without manual math.
"Our interview debrief meetings used to be 45 minutes of arguing. Now we look at the scores and focus on gaps. Takes 15 minutes."- Hiring Manager, mid-size tech company
Questions
Common criteria include role-specific technical skills, problem-solving ability, communication, collaboration, culture add, and leadership potential. The route helps you pick 5 to 8 dimensions based on the role's requirements. Weights ensure the most important criteria have the biggest impact on the final score Each section is generated based on your specific inputs, so the final output reflects your context rather than a generic template. You review and adjust as you go.
AI-generated rubrics describe observable behaviors, not vague traits. Instead of '4 = good communication,' you get '4 = explains technical concepts to non-technical audience, asks clarifying questions, and adjusts detail level based on listener.' This level of specificity reduces inconsistency between interviewers The route on aidowith.me gives you a base template plus the flexibility to adjust any section. Most customizations take 5 to 10 extra minutes per variant.
Yes. The route produces a base template you can duplicate and customize. Swap in role-specific criteria (coding skills for engineers, campaign metrics for marketers) while keeping shared criteria like communication and collaboration. Customizing a variant takes about 15 minutes The route on aidowith.me saves your project state so you can return and update specific sections without starting over. Most updates take 15 to 20 minutes.