Section 01
How the scorecard works
Ten criteria are supplied, drawn from the selection guide. Each carries a weight you control, and each candidate receives a rating on each criterion. The tool multiplies rating by weight, totals the result and shows the arithmetic openly so you can see exactly why one column is higher than another.
Nothing is hidden inside a formula you cannot inspect. If the result surprises you, the usual explanation is that a criterion you care about deeply is carrying a low weight, which is itself a useful thing to discover before signing anything.
Section 02
Weight the criteria before you rate anyone
Set the weights while thinking about your mandate, not about the candidates. A relocating seller with a fixed date should weight reporting discipline and process reliability heavily. An owner of a rare property should weight micro-market proof, confidentiality mechanism and negotiation process.
Weighting after the ratings are in produces a rationalisation rather than a decision. If you find yourself adjusting weights to change the outcome, stop and ask whether a criterion is missing from the list entirely.
Section 03
Notes belong beside the ratings
Each candidate column has a private notes field for the specific thing they said. A rating without a note becomes meaningless within about a week, when the reason for the number has faded and only the number remains.
Notes stay in the browser tab. They are not written to storage, not sent anywhere, and they disappear when you reset or close the page, which is deliberate: interview notes about named individuals should not accumulate on a website.
Section 04
Reading the result honestly
Small gaps mean nothing. If two candidates finish close together, the scorecard has told you the truthful thing — that the evidence does not separate them — and the decision should turn on the tie-breakers in the selection guide rather than on a marginal total.
A large gap is worth investigating rather than obeying. Look at which criteria produced it, and check that those criteria are the ones your mandate actually depends on.
Section 05
What this tool cannot do
It cannot verify anything a candidate told you, it holds no data about any advisor, and it has no view about the Edmonton market. Every number in it originates with you.
It also cannot capture the two things that most often decide a file: whether the person will tell you an unwelcome truth, and whether they will still be attentive in week seven. Those belong in your notes, not in a score.
This scorecard produces no recommendation, ranking or endorsement of any licensee or brokerage.
Section 06
After scoring
Print the completed comparison, then read the representation agreement from your leading candidate before the meeting at which you are expected to sign it. Compare the term, the holdover provision and the failure case against what was said in the interview.
Where the written document and the spoken answer disagree, the document governs, and the discrepancy is information about the candidate.