HIRING PLANNING
Would I bet my own reputation on the confidence and expertise of the person I'm about to hire, in front of a customer, on day 30?
Know exactly who you're hiring before you post the job. Build your ideal profile first — how much each factor matters, and what "good" looks like for each one — then score real candidates against it. A high raw score isn't the same as a good match; someone who's over-qualified on paper can be as much of a mismatch as someone under-qualified.
For each factor, set how much it matters (weight) and what level you're actually looking for (target) — not every factor needs to be a 5.
Score each candidate 1–5 per factor based on the interview. The radar chart overlays their actual profile (filled) against your ideal (dashed outline) so you can see the shape of the gap, not just a single number.
Use this to stack-rank, not to pass or fail. Nobody will hit 100%, and you don't need them to. The match score makes the comparison honest and the debrief specific: a candidate at 78% with gaps you can coach can be a better hire than one at 86% with gaps you can't. Look at the shape of each radar, not just the number.
Match % accounts for both weight and direction of gap — scoring higher than your target on a factor counts as a mismatch too, since overqualified has its own risks (flight risk, cost, role fit).
Each candidate card has a Save scorecard button that downloads an Excel file you can open, edit, and share with the interview panel. After the next interview day, load those files back here and every candidate returns with their scores, notes, and interview round, ready to rank side by side.