Interview Scorecard playbook:
Build a system for objectively evaluating candidates in 3 days ➡️
Build a system for objectively evaluating candidates in 3 days ➡️
📘 Online recording course by Mike Pritula
🎬 3 video tutorials — not lectures, but step-by-step demonstrations
🧰 7 ready-made templates and tools (scorecard, intake meeting script, indicator library, metrics dashboard)
🤖 6 AI prompts for audit automation
🗂 Homework check
📄 Diploma after the course
🎬 3 video tutorials — not lectures, but step-by-step demonstrations
🧰 7 ready-made templates and tools (scorecard, intake meeting script, indicator library, metrics dashboard)
🤖 6 AI prompts for audit automation
🗂 Homework check
📄 Diploma after the course
Sound familiar?
😤 The hiring manager says after the interview, “I didn’t like him”—and no explanation?
🎲 Two interviewers gave a candidate completely opposite evaluations—and it’s unclear who to believe?
🔄 You hired the “perfect” candidate based on gut feeling—and three months later, they didn’t make it through the probation period?
📋 Every interviewer has their own questions and their own evaluation criteria—making it impossible to compare candidates?
💸 Are the best candidates going to competitors while the team spends weeks debating “like or dislike”?
Without a Scorecard, hiring is a gamble. Decisions are made based on emotions, not data. The cost of a hiring mistake ranges from 50% to 200% of the employee’s annual salary.
😤 The hiring manager says after the interview, “I didn’t like him”—and no explanation?
🎲 Two interviewers gave a candidate completely opposite evaluations—and it’s unclear who to believe?
🔄 You hired the “perfect” candidate based on gut feeling—and three months later, they didn’t make it through the probation period?
📋 Every interviewer has their own questions and their own evaluation criteria—making it impossible to compare candidates?
💸 Are the best candidates going to competitors while the team spends weeks debating “like or dislike”?
Without a Scorecard, hiring is a gamble. Decisions are made based on emotions, not data. The cost of a hiring mistake ranges from 50% to 200% of the employee’s annual salary.
🧰 What you'll get out of the course
📈 Candidate Evaluation Process Maturity Checklist
Assessment of Your Current Hiring Process: 15-Point Scale.
See where you’re losing money and compromising on quality.
Format: Excel 📈
See where you’re losing money and compromising on quality.
Format: Excel 📈
📈 Interview Scorecard Template (3 tabs)
The main tool of the course.
Tab 1: The job development process (from the intake meeting to the job offer).
Tab 2: An evaluation sheet with requirements, behavioral indicators, and ratings from four interviewers.
Tab 3: A 5-point scale with reference points. Format: Excel 📈
Tab 1: The job development process (from the intake meeting to the job offer).
Tab 2: An evaluation sheet with requirements, behavioral indicators, and ratings from four interviewers.
Tab 3: A 5-point scale with reference points. Format: Excel 📈
📘 Script for an intake meeting with a hiring manager
12 key questions to help you gather all the job requirements in 30 minutes.
Use the exact wording provided—just open the file and follow the instructions.
Format: Word📘
Use the exact wording provided—just open the file and follow the instructions.
Format: Word📘
📈 Library of Behavioral Indicators
Ready-made indicators for the 20 most popular competencies: from "analytical thinking" to "leadership."
Just copy and paste them into your Scorecard.
Format: Excel 📈
Just copy and paste them into your Scorecard.
Format: Excel 📈
📈Roadmap of Scorecard implemantation
A 3-month phased plan: from a pilot program for 3 positions to a company-wide standard.
Includes responsible parties, deadlines, and milestones.
Format: Excel 📈
Includes responsible parties, deadlines, and milestones.
Format: Excel 📈
📈 Hiring Quality Metrics Dashboard
Quality of Hire, Time to Fill, Interview-to-Offer ratio, Interviewer Calibration Score.
Формулы расчёта + бенчмарки + интерпретация.
Формат: Excel📈
Формулы расчёта + бенчмарки + интерпретация.
Формат: Excel📈
📘 Management Training Program
A ready-made plan for a 30-minute session for hiring managers: how to use the Scorecard and avoid relying on gut feelings.
Format: Word📘
Format: Word📘
This Playbook is for:
Recruiter / Talent Acquisition
is tired of hearing "it didn't work for me" instead of structured feedback and wants to implement an objective evaluation system
HR Generalist
fills job openings, but reinvents the process each time: there is no single template or set of criteria
HRBP
sees that the quality of hiring is declining, and hiring managers are making decisions based on intuition
Talent Acquisition Lead / Head of Recruitment
is developing the hiring process for the team and needs a standard for evaluating candidates that all recruiters can follow
HRD
wants to present the CEO with data on hiring quality and reduce the percentage of employees who fail to complete their probationary period
Join the course participants' Telegram chat ⇢⇢⇢
Course Outline: 3 Steps—From Diagnosis to Action Plan
📘 Online recording course by Mike Pritula
⏰ Classes are posted once a week with homework, 3 classes in total
🗂 Homework check
📄 Diploma after the course
⏰ Classes are posted once a week with homework, 3 classes in total
🗂 Homework check
📄 Diploma after the course
✳️ Recorded class. Step 1: Diagnosis ⬇️
You’ll understand why hiring “on a gut feeling” costs a company tens of thousands of dollars. You’ll take a quick assessment of your current evaluation process. You’ll identify your gaps.
· What is a Scorecard, and how does it differ from a checklist and a feedback form?
· Cognitive biases in hiring: why 78% of decisions are made within 10 minutes
· 5 common mistakes: the halo effect, cloning, gut feeling
· The formula for the cost of a hiring mistake
· A quick assessment of your evaluation process (15 points)
⸻
🧰 You’ll receive: A checklist for evaluating the maturity of your candidate evaluation process
✔ Result: You’ll see exactly where your hiring process is losing money
· What is a Scorecard, and how does it differ from a checklist and a feedback form?
· Cognitive biases in hiring: why 78% of decisions are made within 10 minutes
· 5 common mistakes: the halo effect, cloning, gut feeling
· The formula for the cost of a hiring mistake
· A quick assessment of your evaluation process (15 points)
⸻
🧰 You’ll receive: A checklist for evaluating the maturity of your candidate evaluation process
✔ Result: You’ll see exactly where your hiring process is losing money
✳️ Recorded class. Step 2: Creating a Scorecard ⬇️
You’ll fill out a step-by-step scorecard for a real job opening at your company—from the role description to the evaluation grid. Watch how I do it—then apply the same process to your own job opening.
· Scorecard structure: 3 tabs and how they’re connected
· 30-minute intake meeting: how to gather all the requirements
· Hard skills, soft skills, culture fit: how to distinguish must-haves from nice-to-haves
· Behavioral indicators: how to describe “what we’ll see if the candidate is a good fit”
· A 5-point scale with anchors for objectivity
· Demonstration: I’ll fill out the Scorecard for the “Recruiter” and “Product Manager” positions
· AI prompts for generating requirements and indicators
⸻
🧰 You’ll get: Scorecard template + Intake meeting script + Library of indicators for 20 competencies
✔ Result: A fully completed Scorecard for one real job opening
· Scorecard structure: 3 tabs and how they’re connected
· 30-minute intake meeting: how to gather all the requirements
· Hard skills, soft skills, culture fit: how to distinguish must-haves from nice-to-haves
· Behavioral indicators: how to describe “what we’ll see if the candidate is a good fit”
· A 5-point scale with anchors for objectivity
· Demonstration: I’ll fill out the Scorecard for the “Recruiter” and “Product Manager” positions
· AI prompts for generating requirements and indicators
⸻
🧰 You’ll get: Scorecard template + Intake meeting script + Library of indicators for 20 competencies
✔ Result: A fully completed Scorecard for one real job opening
✳️ Recorded class. Step 3: Implementation ☑️
Apply the Scorecard to all job openings: roles, metrics, manager training, and roadmap. You’ll leave with a plan and a case for management.
· The Scorecard’s role in the hiring process: integration with job descriptions, ATS, and onboarding
· RACI: who creates, who evaluates, who makes the decision
· Adaptation: mass hiring, executive search, technical roles
· Manager training: 30-minute session
· Resistance: “I don’t have time,” “I can already see that” + response scripts
· Metrics: Quality of Hire, Interviewer Calibration Score
· Scorecard system ROI with formula and example
· 3-month implementation roadmap
⸻
🧰 You’ll get: Implementation roadmap + Metrics dashboard + Manager training program
✔ Result: A ready-to-implement Scorecard plan for your company, complete with metrics and arguments for the CEO
· The Scorecard’s role in the hiring process: integration with job descriptions, ATS, and onboarding
· RACI: who creates, who evaluates, who makes the decision
· Adaptation: mass hiring, executive search, technical roles
· Manager training: 30-minute session
· Resistance: “I don’t have time,” “I can already see that” + response scripts
· Metrics: Quality of Hire, Interviewer Calibration Score
· Scorecard system ROI with formula and example
· 3-month implementation roadmap
⸻
🧰 You’ll get: Implementation roadmap + Metrics dashboard + Manager training program
✔ Result: A ready-to-implement Scorecard plan for your company, complete with metrics and arguments for the CEO
Example of a completed Scorecard
Here’s what the finished Scorecard for a recruiter position looks like. You’ll have one just like this after the course—filled out for an actual job opening at your company.
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Join chat How a course is taught
1
Webinar recording
You watch the recorded sessions at your own pace and study the material. We open 1 lesson per week
2
Homework with verification by the course author
Each webinar has a practical task that you must do to get a diploma
3
Case studies of participants
We communicate in Telegram chat and discuss participants' cases
4
Getting a diploma
Students who successfully complete the course assignments will receive a diploma at the end of the course
Diploma of HR Professional after completing the course
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So coveted and valuable
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The course is taught by Mike Pritula, creator of the Preply HR system. 🦄
- Founder of Mike Pritula Academy and PapaHR AI software
- Built Preply's HR system on its way to a $1.2 billion valuation
- Winner of two YouTube Silver Play Buttons for the largest HR channels on the platform
- 20 years in HR at Wargaming, Preply, iDeals, Starlightmedia, Alfa-Bank, and PeopleForce
- Implemented over 50 HR projects
- Formed 4 HR teams in different businesses
- Top 10 best HR professionals in Eastern Europe
- Engaged in online training since 2010
- HRCI representative in the CIS, preparing for SHRM certification
- Holder of PHRi, SHRM-CP, and HCI sHRBP certifications
- Launched HRCI certification preparation courses in 10+ countries
- Trained over 150,000 HR professionals and managers
- Author of the HR competency model
- Author of the most comprehensive HR audit checklist
- HR Person of the Year in several European countries
- Over 100 published articles and presentations
- Over 5 million article views
- Author of the books "Resume for a Million" and "AI in HR"
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What you will gain from the course
-
Intensive course workOn the course you are not a passive listener, but actively participate in online chat during the class, in Telegram chat between classes, as well as practicing all the knowledge gained and get feedback from the author of the course -
ToolsYou will get a large variety of proven tools that the author has tested in a wide variety of companies, many of which were developed personally, as well as examples from top companies -
Ready-made solutionsYou will not need to develop all the solutions yourself. You will immediately receive ready-made solutions based on the "Take and Do" principle. Your task will only be to adapt all the tools you receive to your company -
ExamplesWe'll have plenty of examples and case studies from companies in a wide variety of industries on how they solved business challenges with HR tools. You will surely find many ideas for yourself -
HomeworkIn your homework assignments, you will customize all the tools and solutions for your business, and the course author will personally check how you did. -
Private chatAll students are added to a closed Telegram chat where they can ask questions and get help, share experiences, find like-minded people and friends.
CONVENIENT STUDENT ACCOUNT
Training on the course: recorded classes, practice and support
All resources: webinar recordings, presentations, supplementary materials, are stored in your personal account.
For communication and support, all participants communicate in a dedicated Telegram chat room.
For communication and support, all participants communicate in a dedicated Telegram chat room.
❓ Frequently asked questions (Q&A)
Yes. A scorecard is an essential tool that every recruiter should have from day one. The template includes examples, a step-by-step guide, and AI prompts to help you get started quickly.
This comprehensive course covers the entire hiring cycle: from EVP to onboarding. The playbook focuses on a single tool—the Scorecard. Over the course of three sessions, you’ll create one for a real job opening and implement it within your company. This isn’t just theory—it’s a tangible result.
Scorecard works for companies of any size. In the course, we provide examples for both 50-person and 500-person companies. The smaller the company, the more costly each hiring mistake becomes—and the more important an objective assessment becomes.
Great. In the first session, you’ll assess the current process and identify gaps. In the second session, you’ll either create a scorecard from scratch or refine an existing one using a proven methodology.
Yes, all three sessions are available as recordings. You can watch them at your own pace, pause them, and fill out your Scorecard as you go.
Yes, once you've completed all the assignments, you'll receive a diploma from the Mike Pritula Academy.
Yes—sign up for an annual subscription for $1,000/year and get access to all Playbooks, including future ones, plus over 160 Academy courses.
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