Revarta hiring-manager rubric
STAR Interview Answer Scorecard
Use this 24-point rubric to diagnose the evidence and delivery in one behavioural interview answer. Score what was actually said—not what the candidate intended to say.
0 — Missing
The answer does not provide usable evidence.
1 — Weak
Some evidence appears, but it is vague, incomplete, or poorly matched.
2 — Credible
The answer provides relevant, specific evidence with a clear result.
3 — Standout
The evidence is precise, role-relevant, reflective, and easy to trust.
| Criterion | What to evaluate | Strong evidence | 0–3 |
|---|---|---|---|
| Relevance | Does the example directly prove the capability being assessed? | Relevance score blank | |
| Situation | Is there enough context to understand the stakes without a long setup? | Situation score blank | |
| Task | Is the candidate’s responsibility explicit? | Task score blank | |
| Action | Are the decisions, trade-offs, and personal actions specific? | Action score blank | |
| Result | Is the outcome concrete, credible, and connected to the action? | Result score blank | |
| Reflection | Does the candidate show learning or how the result transferred? | Reflection score blank | |
| Evidence quality | Would the story withstand a hiring manager’s follow-up questions? | Evidence quality score blank | |
| Spoken delivery | Is the answer clear, natural, and concise when spoken? | Spoken delivery score blank | |
| Total score | / 24 | ||
Strongest evidence to keep
One change for the next attempt
How to use the result
- Score the first attempt before giving feedback.
- Choose one high-leverage change, not eight simultaneous fixes.
- Answer again aloud and compare the evidence—not merely confidence.
