John Faulkner-Willcocks

Culture Alignment Hiring Rubric

### How to use this This rubric is for anyone assessing a candidate, whether in a structured interview or a work trial. Three rules before you start 1. Only score what you observed directly. A blank is fine. A guess is not. 2. Score independently before you debrief. Comparing notes first just averages opinions. 3. Point to a specific moment for every score you give. If you can’t, leave it blank. In interviews: score after any structured conversation where you had meaningful time with the candidate. You may only have signal on one or two values. That’s expected. In a work trial: score based on what you directly observed: how they handled feedback, how they asked questions, how they showed up in collaboration, and what their output looked like.