Hiring an expert consultant is different from hiring an employee — the stakes move faster and the signals are subtler. This scorecard structures the evaluation so your team evaluates the same criteria consistently, and the decision is defensible after the fact.
Domain Expertise (40 points)
- Depth of relevant experience (0–10): years in domain, industries served
- Specific problem pattern match (0–10): have they solved this exact type of problem?
- Credentials and track record (0–10): verifiable outcomes from prior engagements
- Thought leadership (0–10): publications, speaking, recognized in field
Communication & Execution (30 points)
- Clarity of explanation (0–10): can they make complex things understandable?
- Listening and question quality (0–10): do they ask the right questions before proposing?
- Deliverable quality (0–10): assess via sample work, prior client references
Engagement Fit (20 points)
- Availability and capacity (0–10): realistic hours match your engagement needs
- Cultural and working-style alignment (0–10): async vs. sync, self-managed vs. directed
Risk Factors (subtract from total)
- Conflicts of interest with current clients (−5 to −20)
- References unavailable or vague (−5 to −15)
- Scope-creep track record from references (−5 to −10)
- Overpromising or unprepared for the engagement (−5 to −15)
Scoring Guide
- 80–100: Strong hire — proceed to proposal
- 65–79: Conditional — address specific gaps before contracting
- 50–64: Risky — consider alternatives or use with close oversight
- Below 50: Pass