Every hiring team says they run structured interviews. Almost none actually do.
Why scorecards fail
Most scorecards die because they're built for HR compliance, not for interviewers. Five-point scales with no anchors. "Culture fit" as a competency. Ten things to rate per interview.
What good looks like
Four to six competencies. Each with three or four anchors describing observable behaviors, not adjectives. Each interviewer rates two or three, not all of them.
The rollout
Don't change everything at once. Pilot on one role. Get one hiring manager on board. Watch a debrief run with the scorecard. Then expand.
Structured hiring is boring, and boring is what makes it work.