Stop Guessing—Use a Scorecard to Hire Top Agency Talent
You’re not bad at hiring.
You’re just playing without a scoreboard.
Every founder has done it:
- Candidate shows up polished.
- Great small talk. Good energy.
- You feel like they’re a fit.
- You skip the structured scorecard and just go with your gut.
Then three months later…
❌ They’re flailing.
❌ You’re redoing their work.
❌ You’re wondering how you missed the signs.
Here’s the thing…
The #1 reason founders make bad hires isn’t poor judgment.
It’s inconsistent process.
No scorecard = no clarity.
No clarity = no alignment.
No alignment = bad decisions.
Even worse?
Sometimes teams build a hiring scorecard—but don’t stick to it.
Interviews go off-script.
Questions change every time.
Everyone’s grading on different criteria.
That’s not a hiring process. That’s improv.
In every high-performing team, a great scorecard has four essential parts:
- Mission: Why this role exists. What’s the core purpose it serves in your business?
- Outcomes: What measurable results must this person deliver in their first 90–180 days?
- Competencies: What traits or behaviors are essential for success? (Think: ownership, curiosity, drive…not just experience.)
- Culture Fit: Do they reflect your company’s values in how they think and operate?
If your scorecard doesn’t include these, and your team isn’t aligned on them before interviews, you’re not hiring with intention. You’re guessing.
Do this:
Audit your last few hires. Did you use a clear scorecard, or just a feeling?
One leads to compounding performance.
The other leads to expensive resets.
