Hiring
Scorecard
Scorecard is the few scored attributes that decide who reaches the slate: writing, job skill, hours fit, setup, honesty.
How it works
Weight English separately from charm. Weight WFH setup separately from skill. A 5-on-skill / 1-on-power is a no for a graveyard seat in a brownout province unless backup is real. For a U.S. company hiring one Filipino teammate, write this into the brief, the employment contract, and the peso payroll file before the start date. Slack habits do not override the Labor Code, BIR, or NPC. If the local employer of record holds the paper, they run the statutory step; you still owe a clean operating definition so the seat does not fail in week three. Put a number on the example when you budget loaded cost, because a nameless allowance always returns as a December surprise or a missed SLA.
Example: three scores: writing 4/5, bookkeeping sample 5/5, power 2/5. You do not ship them to a founder who needs close on Friday nights.
How it differs
English writing sample and live working session are inputs. Slate is the output.
Common errors
Scoring ‘culture fit’ as extraversion on camera.
In practice
Treat Scorecard as a week-one operating object. Put this on the scorecard or the start-date checklist. If it only appears in a pitch deck, it will not survive week one. Write an owner - founder, local employer, or worker - and a date you will look at it again: first cutoff, first holiday, or first miss. If nobody can show a contract clause, a payslip line, a calendar block, or a checklist box, you do not have scorecard yet. You have a conversation. Convert the conversation before the person starts, while changing the deal still costs a paragraph rather than a resignation. Re-read the worked example above against the actual hire in front of you. If the numbers in that example cannot be swapped for this seat’s pesos, hours, and start date, the brief is still unfinished.