Collaborative Hiring

Everyone scores. One shared scorecard.

Collaborative hiring works when every interviewer asks the same questions, scores against the same rubric, and the scores land in one place. Ratio gives every interviewer a free seat, a link to join, and one shared scorecard.

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Free interviewer seats

Bring in every hiring manager at no cost

Interviewer seats are free and unlimited on every plan. A recruiter assigns who interviews for which skills, and each interviewer enters through a clean link without registering an account. The hiring manager gets the deeper questions; the recruiter gets the screening round; both score against the same anchors.

  • Unlimited interviewer seats, free on Starter, Growth and Scale
  • Link-based entry for interviewers, no account registration
  • Recruiters assign interviewers to skills and rounds in a few clicks
What a recruiter seat includes
Invite Devon Okafor, hiring manager, to the hiring-manager round: three skills to assess, joining through a link with no account to registerDefine the jobReview skills3Interview stages4QuestionsEMSet up interview stagesInvite Devon OkaforHiring Manager · devon.okafor@northgatemfg.comRoundHiring Manager · 45 minSkills to assess (3 selected)Month-End CloseInternal ControlsFinancial ReportingChange skillsJoin through a linkNo account to register. The link opens their interview screen.ratiomodel.app/i/northgate-hm-7f3k2CopySend inviteCancel
Shared scores and notes

Every rating stays visible, with its evidence

Each interviewer rates each answer on four stars with the RATE prompts on screen, and quotes the evidence that earned it. Ratings roll up into one scorecard per candidate. Nobody's score is averaged away, and the debrief starts from what was said.

  • Every interviewer's ratings preserved on the candidate
  • Selected evidence and notes travel with the rating
  • Read-only scorecard link to share with the wider team
Cross-Functional Alignment on the shared scorecard: Elena Marsh rated it three stars, Devon Okafor four, Sam Whitaker three, marked Discuss, with Devon's quoted evidenceProblem-SolvingCore Competency · rated by 3DiscussHow the score adds upRanked skills · must-haves · capOverall 87%Cross-Functional AlignmentCore CompetencyDiscussEMElena MarshRecruiterDODevon OkaforHiring ManagerSWSam WhitakerSubject Matter ExpertEVIDENCE · DEVON OKAFOR“Called the plant controller directly, did the upload herself,closed on day four. Wrote the upload guide the next month.”
Panel interviews

Independent scores first, then the debrief

In Ratio, each panelist scores alone and scores stay hidden until everyone has submitted. A final score is added after your team debriefs for instant alignment on every candidate.

  • Scores hidden until every panelist has entered theirs
  • The lead panelist enters the final score after the reveal
  • Original scores preserved beside the final one
Devon
Elena
Sam
Three panelists on a video call, Devon Okafor, Elena Marsh and Sam Whitaker, above the Ratio panel assessment after the reveal: all three have submitted and their scores are visible, with the final score not yet setMY JOBSNeeds Attention (3)Active (5)Drafts (2)ArchivedJulian ZimmermanSenior Accountant · Panel Interview · 3 panelistsMonth-End CloseInternal ControlsFinancial ReportingCost AccountingMS Dynamics NAVMS ExcelJulian ZimmermanNeeds actionPanel assessmentPanel Interview · 3 panelistsCross-Functional AlignmentCurrent avg score3.7Set final scoreDescribe a time when the operations team delayed sending month-endinventory data, threatening your close deadline. What did you give up toget them aligned?Devon OkaforHiring Manager4.0Elena MarshRecruiter4.0Sam WhitakerSubject Matter Expert3.0Problem-SolvingCurrent avg score3.3Set final scoreTell me about a time you found a recurring ledger error that otheraccountants kept fixing with quick manual adjustments. What did that teachyou about finding root causes?Devon OkaforHiring Manager3.0Elena MarshRecruiter4.0Sam WhitakerSubject Matter Expert3.0Accept scoreCancelClear all

Every rating counts the same

  • Same questions

    Every interviewer on a round asks the questions in the kit, in the same order.

  • Same rubric

    Four RATE prompts under every question, so a 3 means the same thing to everyone.

  • Notes on the record

    Each interviewer's notes and quoted evidence sit with their rating.

  • Visible, not weighted

    Every rating carries equal weight and stays visible. Seniority is handled in the debrief, not in the math.

Questions teams ask

More questions? Read the full FAQ

More solutions

Put your hiring team on one scorecard

Bring one open role and the names of the people who interview for it. We set the kit up live in a 30-minute session.

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