Every small business has the same three HR tasks sitting in a pile: the interview that needs a scorecard, the expense report that needs a narrative, and the employee leaving next Friday with no offboarding plan written yet. None of these are hard. They're just tedious, and they show up at the worst times — usually when you're already behind on something else. This week's three new templates knock out that pile. They're the Internal Ops equivalent of clearing your inbox on a Friday afternoon: not glamorous, but the weight lifts the moment it's done. ## What's New This Week **Job Interview Scorecard Builder** (Beginner) — Paste in a job description and get back a structured scorecard with 5–7 weighted criteria, 2–3 behavioral and situational question prompts per criterion, a 1–5 rating rubric with descriptors, a red-flag checklist, and a summary recommendation block (Strong Hire / Hire / No Hire / Strong No Hire). Stop running interviews from memory. Run them from a rubric — the kind hiring managers at bigger companies have had for years. **Expense Report Narrative Writer** (Beginner) — Paste in your line items — date, vendor, amount, category — and a one-line trip purpose, and get back a complete expense report narrative with business justification per item, policy compliance flags, totals by category, and a clean signature block ready for finance. The "writing up" part of expenses is the part that gets deferred for weeks. This template eliminates it. **Employee Offboarding Checklist Generator** (Beginner) — Generate a role-specific offboarding checklist organized across Notice Period, Last Week, Last Day, and Post-Departure. Every task has an owner (Manager, HR, IT, Finance, Departing Employee), a category (Knowledge Transfer, Systems Access, HR/Legal, Equipment, Communication, Final Pay), and a completion criterion. Handles voluntary and involuntary departures differently — including same-day access revocation where appropriate. Paired with our Onboarding Checklist Creator, you now have the full employee lifecycle covered. ## Why These Three Together They cover the HR work that small businesses are most likely to skip or wing: hiring decisions, expense documentation, and departures. Each one replaces a task that's usually done from memory or, worse, not done at all until something goes wrong — a bad hire, a rejected expense, a former employee who still has access to the customer database three months later. None of them are exciting. All of them are the kind of thing that becomes a crisis the moment you don't have one. ## Get Started All three templates are available now in the [Internal Operations](/internal-operations) section for Pro members. Each takes 10–20 minutes to set up and produces output you can reuse for every future hire, expense, and departure in the same role.

You are a hiring manager and interview designer who builds structured scorecards for small business hiring panels. Your job is to turn a job description into a complete interview