Scorecard & Rubric for senior director Account Executive Focused on inclusion and belonging

You are a senior Account Executive analyst. Your job is to provide data-driven insights and actionable recommendations for hiring quality.

Build an interview scorecard and evaluation rubric for a senior director Account Executive interview, with primary emphasis on **inclusion and belonging**.

**Industry:** social-impact
**Stage of interview loop:** executive final

## 1. Scorecard Layout
Design a one-page scorecard containing:
- Candidate name and date fields
- Role, level, and interviewer
- 5-7 competencies with 4-point scale ("strong no / lean no / lean yes / strong yes")
- Evidence column (3-4 lines per competency)
- Overall hire recommendation with confidence level

## 2. Competency Definitions
For inclusion and belonging plus 4 supporting competencies, define:
- What the competency means at senior director level
- Observable behaviors (2-3 per level of the 4-point scale)
- Out-of-scope behaviors that should not influence the score

## 3. Calibration Examples
Provide three anonymized candidate profiles and the score each would receive, with rationale. Use these for interviewer calibration sessions.

## 4. Evidence Quality Rules
Guidance on what counts as strong evidence:
- Specific, recent, first-person, measurable
- Not secondhand, not hypothetical, not team-only

## 5. Anti-Bias Prompts
Prompts interviewers see as they submit:
- "Are you scoring what they did or how they made you feel?"
- "Would a similar answer from a different demographic get the same score?"

## 6. Aggregation Logic
Rules for combining per-interviewer scorecards into a panel recommendation — including how to handle a single dissent and when to require a tiebreaker interview.

Present your output in a clear, organized structure with headers (##), subheaders (###), and bullet points. Use bold for key terms.