An interview schedule template turns "wait, who is meeting whom at what time?" into a sheet on the wall. These two printable pages hold one hiring round. Page 1 is the schedule: eight rows, each with the time, the candidate's name, the role, and the interviewer, all write-in. Page 2 travels with it: five lines for the questions every interviewer asks, and a four-row scorecard where each candidate ends up with a circled 1 to 5. As a candidate interview tracker printable, free to reprint whenever the next round starts. The full HR Ops Kit is linked at the bottom.
How to use this page: print at 100% scale, two sheets. Page 1 fills in as interviews get booked: one row each, time first, then candidate, role, and who is conducting it. Tape it where the team walks past, so nobody has to text "when is the 2 o'clock?" Page 2 goes to each interviewer the morning of: the questions box holds the five questions you decided on, and after each interview the interviewer circles 1 to 5 on the candidate's row before the next one walks in. Eight rows full and more candidates coming? Print another sheet.
Everything on the sheet is write-in on purpose: no preset times, no preset questions, no roles filled in. The rows stay blank until an interview exists. The role column repeats when one round covers several openings, and stays blank per row when the interviewer should ask the candidate which seat they applied for. Page 2's questions box is five lines because that fits on one sheet with the scorecard; whatever does not fit in five lines is not going to get asked consistently anyway. The scorecard rows hold up to four candidates per sheet, one circled score each, written by whoever interviewed them.
One row per interview. Time first, so the gaps between rows show before the day does.
Date: Hiring lead: Location:
| Interview day - 8 rows | |||
|---|---|---|---|
| Time | Candidate | Role | Interviewer |
The questions every interviewer asks, then one circled score per candidate.
Decided before the first interview, asked the same way every time:
One row per candidate. The interviewer who took the interview circles the score, right after it ends:
| Candidate | Score (circle) |
|---|---|
| 1 2 3 4 5 | |
| 1 2 3 4 5 | |
| 1 2 3 4 5 | |
| 1 2 3 4 5 |
The sheet organizes the day: who meets whom, when, and what got circled. It does not make the decision; the circled numbers are the interviewers' input, and comparing them across rows is how the hiring conversation starts, not how it ends. A score with no memory behind it is a mood with a number on it, which is why the circle goes in right after the interview.
This page is the interview-day slice. The full product is six templates for the HR jobs a small business runs in its first months, from the README:
"Six paper-ready templates for the HR jobs a small business actually has to do in its first months: hand a new hire a handbook, walk them through 90 days, keep a personnel record, score interviews, run an offboarding, and log incidents. No app, no subscription. Edit the handbook in any text editor, print the rest." - the product README
Around this one: the interview preparation checklist covers what to do before the candidate walks in. The new hire onboarding checklist picks up the morning they start, and the PTO tracker printable keeps the time-off log once they are on the team. For the decision follow-up, the interview follow-up template tracks who is waiting on which answer. The full catalog lists everything else.
Honest note: this is a scheduling sheet for interview days, and it is not legal or HR advice. The kit's README, verbatim: "These templates are generic starting points, written without any specific country, state, or province in mind. They are not legal advice, and no line of them should be treated as one. Employment law differs by jurisdiction, and some policies are legally required to be written a certain way where you operate. Before you issue the handbook or rely on any checklist, have a qualified employment lawyer review your final version for your jurisdiction." The sheet records who met whom and what was circled; it makes no hiring decision, and the tips above are opinions from use, not research findings.
one-time · A4 + US Letter PDFs + editable handbook file · instant download · templates only, not legal advice