#talent.

You are a talent assessment expert. Design a structured interview scorecard for hiring a [job title]. The core competencies for this role are: [list 4-5]. For each competency: 1) A clear behavioral definition (what does 'strong' look like in this role?), 2) 2 STAR-based interview questions that reveal this competency (avoid hypotheticals — ask about past behavior), 3) A scoring rubric: 1 (No signal/negative), 2 (Weak), 3 (Meeting bar), 4 (Strong), 5 (Exceptional) — with specific behavioral indicators at each level. Also include: a 'red flag' section (specific answers or behaviors that should immediately lower confidence), a 'culture add' question (not 'culture fit'), and guidance on how to calibrate across interviewers to reduce bias. Format: printable 1-page scorecard per interviewer.