Mozilor Organization Building

Talent and Candidate Intelligence Report Template

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tagsorganization-building, talent-intelligence, candidate-intelligence, hiring

3 min read

Talent and Candidate Intelligence Report Template

Use this note as a repeatable framework for evaluating people.

Purpose

  • Talent Intelligence Report = how strong the person is as a professional.
  • Candidate Intelligence Report = whether the person fits the company and the role.

1. Talent Intelligence Report

1.1 Overview

  • Name:
  • Current / Applied Role:
  • Date:
  • Evaluator:
  • Context of Evaluation:
  • Overall Summary:

1.2 Scorecard

Use a 1 to 5 scale.

  • 5 = exceptional
  • 4 = strong
  • 3 = acceptable
  • 2 = weak
  • 1 = poor
AreaScoreShort Evidence
Ownership
Communication
Execution
Learning Velocity

1.3 Ownership

  • Does the person take responsibility without being pushed?
  • Do they follow through until the work is done?
  • Do they solve problems end-to-end?
  • Evidence:

1.4 Communication

  • Can they explain clearly?
  • Do they write and speak in a structured way?
  • Do they adjust communication for the audience?
  • Evidence:

1.5 Execution

  • Do they deliver on time?
  • Is their work clean and usable?
  • Do they move from idea to output?
  • Evidence:

1.6 Learning Velocity

  • How quickly do they understand new things?
  • Do they improve after feedback?
  • Do they pick up context quickly?
  • Evidence:

1.7 Talent Conclusion

  • Strengths:
  • Gaps:
  • Overall Talent Judgment:

2. Candidate Intelligence Report

2.1 Candidate Summary

  • Name:
  • Role Applied For:
  • Company:
  • Why They Are Being Considered:
  • One-Line Fit Summary:

2.2 Strengths

  • What are the person’s biggest strengths?
  • Where do they stand out most?
  • Evidence:

2.3 Ownership Fit

  • Will they take responsibility in a messy environment?
  • Can they work without too much hand-holding?
  • Do they behave like a builder?
  • Evidence:

2.4 Risk To Company

What could go wrong if the company hires this person?

Possible risks:

  • Too slow for the stage of the company

  • Too general, not deep enough

  • Strong thinker but weak executor

  • Strong individual contributor but weak collaborator

  • Needs too much direction

  • May not fit the pace or culture

  • Risk Level: Low / Medium / High

  • Why:

What role fits this person best?

Possible role types:

  • Chief of Staff

  • Strategy & Operations

  • Organisation Building / Founder’s Office

  • Process Design

  • Execution Support

  • Product / Ops Hybrid

  • Recommended Role:

  • Why This Role Fits:

2.6 Learning Speed

  • How fast can they grow into bigger responsibility?
  • Can they adapt to company complexity?
  • Do they learn from feedback and change quickly?
  • Evidence:

2.7 Final Recommendation

Choose one:

  • Hire

  • Hire with caution

  • Do not hire

  • Reason:

3. Final Output Format

Summary

  • Talent Intelligence:
  • Candidate Intelligence:
  • Best Role Fit:
  • Main Risk:
  • Final Decision:

Short Version

If you need a one-line version:

  • Talent Intelligence Report: How good is this person?
  • Candidate Intelligence Report: Should we hire this person, and for what role?

4. Optional Review Questions

Use these if you want more depth.

  • What kind of work gives this person energy?
  • What kind of work slows them down?
  • What do they do without being asked?
  • What do they need help with?
  • How do they behave under pressure?
  • What happens when they make a mistake?
  • Can they work across product, people, and operations?
  • Would this person make the company stronger in 6 months?

Graph View