Scorecards

Scorecards is Foundaro's structured evaluation system. It lets you build evaluation templates with weighted dimensions, then run assessments against any entity in the system — contacts, accounts, projects, operating tasks, and workspace entities like candidates, partners, or launches.

The module is built around the idea that important decisions — hiring, partner selection, project prioritisation — often rely on informal gut reactions that are hard to defend and impossible to compare across time. A lightweight scorecard system creates a consistent evidence layer without adding bureaucracy.

Overview

The Scorecards overview shows your template library and active assessments side by side.

Stat bar — Shown in the subnav bar: total templates, total assessments, and average scores by entity type.

Templates panel — Your evaluation templates, filterable by entity type. Each template shows its name, description, entity type, and number of dimensions. Edit or delete templates from this panel, or use a template starter to begin from a pre-defined structure.

Assessments panel — Your completed and active assessments, filterable by entity type and searchable by entity label or summary. Each assessment shows the template used, the entity being evaluated, the weighted score, status, and date.

Tips:

• Build templates before you start a hiring or evaluation process, not after. Templates created mid-process tend to be poorly calibrated.
• Keep the number of active assessments manageable — archive assessments that are no longer relevant to decision-making so the list reflects current work.
• Use the entity type filter to focus on a single category, such as all contact assessments or all project assessments.

Templates

Templates define the structure of an evaluation — the dimensions being scored, their weights, and the entity type they apply to. A template can be reused for every assessment of the same type.

Template fields:

• Title — Required. The template name (e.g. "Account Executive Hiring Scorecard" or "Partner Fit Assessment").
• Entity type — What kind of entity this template is used to evaluate: contact, account, project, operating task, initiative (people workspace), hire (people workspace), launch, continuity workspace, or partnership.
• Description — A short explanation of when and how to use this template.
• Dimensions — The evaluation criteria. Each dimension has a label, description, and weight. Weights determine how much each dimension contributes to the final score.

Dimension weights — Weights are entered as percentages and should sum to 100. Higher-weight dimensions have more influence on the final score. Use weighting to reflect what actually matters most, rather than treating all criteria as equal.

Template starters — Pre-built template structures are available for common evaluation types: contact fit, account assessment, project health, hiring scorecard, and partnership fit. Use a starter as a baseline and customise it to your specific needs.

Tips:

• Keep dimensions to the most important criteria — five to seven dimensions is usually optimal. Too many dimensions make scores meaningless and assessments time-consuming.
• Write dimension descriptions clearly enough that different people using the same template will interpret the criteria consistently.
• Review and recalibrate templates periodically. A template built at the start of a hiring process may need updating after you learn more about what the role actually requires.
• Weights are most useful when they represent a real tradeoff. If every dimension is weighted equally, you may as well not have weights.

Assessments

Assessments are individual evaluations run against a specific entity using a template. Each assessment records the score for each dimension, an overall weighted total, a summary, and a status.

Assessment fields:

• Template — Which template structure to use. The template determines which dimensions appear and how they are weighted.
• Entity — The specific entity being evaluated, selected from the entities available in Foundaro matching the template's entity type.
• Status — Active, draft, or archived. Active assessments are current evaluations. Draft assessments are in progress. Archived assessments are historical records.
• Summary — A freeform note capturing context, rationale, or caveats that the numeric scores do not cover.
• Dimension scores — A score from 1 to 5 for each dimension. The weighted total is calculated automatically.
• Dimension notes — Per-dimension notes to record specific evidence or observations behind the score.

Weighted score — The final score is the sum of each dimension score multiplied by its weight, normalised to a 0–100 scale. Higher scores indicate a stronger evaluation on the defined criteria.

Score tone — Scores are colour-coded: green (85+), blue (70–84), amber (55–69), red (below 55). These thresholds are visual guides, not hard cutoffs — context determines whether a 70 is a good score for a given evaluation type.

Tips:

• Run assessments at the same stage in each process so scores are comparable. An assessment done after a first call and one done after three interviews are measuring different things.
• Use the summary field for context that the scores miss. A candidate with a high score but a specific concern should have that concern captured in writing.
• Score honestly rather than optimistically. An inflated assessment that leads to a bad hire or partnership costs more than a low score that disqualifies a borderline candidate.
• Dimension notes are the most useful part of an assessment for future reference. Scores change; specific evidence stays meaningful longer.
• Archive assessments for candidates or entities that are no longer being evaluated so the active view reflects current decisions.

Activity

The Activity tab logs changes to your scorecard templates and assessments — created, updated, archived, and deleted. Use it to track when templates were last changed and whether assessments are being completed consistently.

Use the activity log to:

• Verify that assessments are being completed for active hiring or evaluation processes, not just created and left in draft.
• Check when a template was last updated — if criteria have changed, open assessments may need to be re-run.
• Review the history of a specific assessment if a decision is later questioned.

Tips:

• If a template was recently changed, identify in-progress assessments and confirm whether they need to be redone under the new criteria before the decision is finalised.
• A long gap in assessment activity on a hiring process is a signal that the process has stalled — use the log to surface this before the candidate pipeline goes cold.