Why a scorecard? It reduces bias, speeds decisions, and improves quality of hire—vital in Oxford’s competitive market.
Competencies & weightings (1–5 scale)
- Prospecting & pipeline (20%) – Methods, volume, channel skills.
- Discovery & qualification (20%) – Question depth, frameworks (BANT/MEDDICC).
- Value communication (15%) – Tailors message to sector (SaaS, biotech, professional services).
- Objection handling (15%) – Structure, recovery, examples.
- Closing & next steps (10%) – Clarity, trial closes.
- Coachability (10%) – Response to live feedback.
- Culture & mission alignment (10%) – Pace, collaboration, hybrid norms.
How to run the interview
- Intro (3 min): Agenda, time checks.
- Experience deep‑dive (10 min): Evidence‑based questions.
- Role‑play (10 min): Selling into an Oxford Science Park prospect.
- Q&A (5 min).
- Wrap‑up (2 min): Next steps within 24 hours.
Decision framework
Two interviewers score independently; average totals; hire thresholds: SDR ≥ 3.2, AE ≥ 3.4, AM ≥ 3.6. Capture verbatim evidence for audit trail.
Downloadable
Ask us for a printable PDF/Google Sheet version with auto‑totals and guidance.
FAQ
How do we adapt for senior roles? Add strategy & leadership (10%) and reduce prospecting weight.
Can we assess technical products? Add a short demo explanation scored for clarity.
TY Recruitment trains hiring teams to interview consistently and confidently.