Executive Candidate Scorecard

Role: [Insert Executive Role Title]
Candidate Name: [Insert Candidate Name]
Date of Interview: [Insert Date]
Interviewer(s): [Insert Interview Panel Names]

Section 1: Core Leadership Competencies

Assess each competency on a 1–5 scale:
(1 = Poor / 2 = Below Expectations / 3 = Meets Expectations / 4 = Above Expectations / 5 = Excellent)

Competency	Score (1-5)	Comments / Evidence
Strategic Thinking		Ability to see the big picture, anticipate trends, align with strategy.
Decision-Making & Judgment		Makes sound decisions under pressure, balances risk with business value.
People Leadership & Team Building		Builds high-performing teams, coaches and mentors effectively.
Change Leadership		Drives transformation, handles resistance, leads through ambiguity.
Results Orientation		Demonstrates accountability and focus on measurable business outcomes.
Collaboration & Influence		Builds trust across functions, influences without authority.
Communication Skills		Articulates ideas clearly, listens actively, tailors messages to audience.
Innovation & Agility		Embraces innovation, adapts quickly to change, learns continuously.

Section 2: Role-Specific Capabilities

Tailor this section based on the specific executive role.

Capability	Score (1-5)	Comments / Evidence
[e.g., Financial Acumen]		Understands financial levers, budgets, ROI, cost control.
[e.g., Industry/Market Expertise]		Demonstrated knowledge of market dynamics, competitors, regulations.
[e.g., Operational Excellence]		Streamlines processes, ensures efficiency and effectiveness.
[e.g., Commercial Strategy]		Drives revenue growth, pricing strategy, product-market fit.
[e.g., Technology Acumen]		Leverages digital tools, understands tech landscape.

Section 3: Cultural & Strategic Fit

Assess each dimension on a 1–5 scale:
(1 = Poor / 2 = Below Expectations / 3 = Meets Expectations / 4 = Above Expectations / 5 = Excellent)

Dimension	Score (1-5)	Comments / Evidence
Alignment with Organizational Values		Demonstrates compatibility with company mission and guiding principles.
Cultural Fit		Reflects leadership style and behaviors in line with company norms and ways of working.
Executive Presence & Credibility		Inspires confidence, earns respect of peers, board, and teams.
Adaptability to Company Culture		Willingness and ability to operate within the organization’s pace, structure, and style.
Stakeholder Engagement Ability		Manages internal and external relationships with tact and influence.
Strategic Fit		Demonstrates understanding of the company's strategic goals and how they can contribute. Aligns vision and leadership priorities with the company’s growth trajectory.

Section 4: Red Flags / Concerns

Note any hesitations, risks, or questions that require further exploration.

Section 5: Overall Recommendation

Recommendation

☐ Strong Yes ☐ Yes ☐ Neutral ☐ No ☐ Strong No

Summary Justification:
(Summarize the rationale behind your recommendation based on the interview assessment.)

Notes & Next Steps

Additional Feedback:

Follow-Up Items:

Reference Check Triggers / Topics to Explore:

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