Template

Hiring Pipeline Tracker & Interview Guide (Interactive Template)

An interactive candidate tracker, interview scorecard, offer checklist, and 30/60/90 onboarding planner that saves structured submissions for each candidate. Includes a short interview guide and scoring rubric to improve consistency and make hiring a predictable pipeline.

Interactive Tool

Hiring Pipeline Tracker & Interview Guide

Hiring Pipeline Tracker & Interview Guide

Use this form to capture each candidate as they move through your hiring funnel. The structured fields help teams compare candidates fairly, keep paperwork organized, and plan onboarding before the new hire starts. Submissions are stored so you can build a searchable pipeline and reduce last-minute chaos.

Quick interview guide & rubric

  • Opening: Confirm role, availability, and candidate motivation.
  • Skills questions: Ask about relevant experience, typical scenarios, and problem-solving examples. Score technical fit on the skills scale.
  • Service & culture questions: Ask for examples of teamwork, guest recovery, and handling stress. Score cultural fit on the culture scale.
  • Closing: Confirm references, notice period, salary expectations, and next steps.

Scoring rubric (use consistently): 5 = Outstanding, 4 = Strong, 3 = Acceptable, 2 = Weak, 1 = Not acceptable. Add short notes to explain scores.

Full name (First Last)
e.g., Line Cook, Server, Barista, Manager
If you operate multiple sites, note which one
Where the candidate came from
Candidate email
Candidate phone number
Paste relevant resume notes or a URL to the candidate's resume/profile
Where is the candidate in the funnel?
Use YYYY-MM-DD format
Score the candidate's technical/role skills (1–5)
1.0 10.0
Score cultural fit, teamwork, and service attitude (1–5)
1.0 10.0
Optional: use for your own combined scoring (e.g., weighted average)
Context for the scores — strengths, concerns, examples from the interview
Select yes if an offer has been extended (include conditions below)
Wage, hours, start date, contingencies (background check, certifications)
Use YYYY-MM-DD format when possible
Tick items the candidate still needs to provide
Name of the person who will onboard the new hire
Practical first-month goals and training tasks
Performance and autonomy goals for month two
Full performance expectations and development plan for month three
Anything else the hiring team should know
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