Free skills assessment
Score any editor across 20 skills in 5 weighted categories. Get an automatic Junior → Director level recommendation so you know exactly who you're working with.
Onboarding a new editor on a live project?
FileFeedback gives new team members a single place to review files, understand client feedback, and see the full revision history — so they're productive from day one.
Try FileFeedback freeNot a generic skills test — 20 items that specifically reflect what separates great video editors from good ones.
Technical (15%), Craft (30%), Software (20%), Process (25%), Professional (10%). Weights reflect what actually matters most in a video editor role.
A simple average can hide weaknesses. Weighted scoring gives an accurate overall rating — an editor who scores 5 on software but 2 on craft won't fool the system.
The final score maps to an experience-level label: Junior, Mid-level, Senior, Lead, or Director — with a plain-English summary of what that means.
Export the completed scorecard as a clean PDF to share with your team, HR, or the editor themselves as a development review.
Run the scorecard during a portfolio review to score demonstrated examples in real time, or complete it after a first project as a 30-day check-in.
Low scores per category point directly to where an editor needs support — useful for structured feedback conversations and development plans.
Complete it during a portfolio review or after a first project. Takes 10–15 minutes.
Add their name, the role being assessed, and the date — useful if you're comparing multiple editors or doing a 3-month review.
Use 1–5. Score based on demonstrated evidence — a portfolio piece, a trial edit, or direct observation. Not gut feel.
See the category scores and the overall weighted score. The progress bars make it easy to spot strong and weak areas at a glance.
The tool maps the score to an experience level and provides a short description. Print or save the result for your records.
Anyone who commissions, manages, or works alongside video editors.
Use it to standardise how you evaluate freelancers before committing to a project. Score them consistently so you can compare across a roster.
Run it as part of your hiring process to structure portfolio reviews and give candidates clear, consistent feedback regardless of who interviews them.
Use it as a self-assessment to identify where to focus your development. Score yourself honestly, then compare to the benchmark for the level you want to reach.
The most reliable assessment covers five areas: technical competency (formats, codecs, delivery specs), editing craft (pacing, storytelling, rhythm), software proficiency (NLE speed, colour tools, audio), workflow and process habits (organisation, version control, communication), and professionalism (meeting deadlines, taking direction, proactivity). Score each on a 1–5 scale and weight the categories by what matters most for your work — this scorecard defaults to craft at 30% and process at 25%.
Technical: fluency in at least one major NLE (Premiere Pro, Final Cut, DaVinci Resolve), understanding of codecs and delivery specs, colour grading fundamentals. Creative: strong sense of pacing and storytelling, ability to handle music licensing and audio levels, confidence with lower thirds and basic motion graphics. Professional: reliable under deadline, communicates progress clearly, takes feedback well and implements it accurately.
Start with a structured brief (not just a call) that confirms the deliverables, deadline, file naming convention, where they should upload files, how feedback is communicated, and the revision policy. Run the scorecard before or during the first project to identify any gaps — for example, a strong editor who scores low on "follows brief closely" needs more check-ins on the first cut. Agree on a milestone for review (e.g. rough cut at 60%) before they go deep into the edit.
A junior editor (score 1–2 average) can execute clearly defined edits but needs direction on pacing, craft decisions, and anything outside basic assembly. A mid-level editor (score 2.5–3.5) takes a brief and returns a first cut that needs shaping rather than rebuilding. A senior editor (score 3.5–4.5) runs post-production independently, handles complex projects, and often directs the grade and audio mix. A director/lead-level editor (score 4.5+) shapes the creative direction, manages other editors, and presents work confidently to clients.
Use the scorecard as a conversation tool, not just an internal document. Share the results with the editor and discuss the areas where they scored lower — it sets clear expectations and opens a development conversation. Agree on two or three specific things to focus on for the first project. This works far better than vague feedback like "just needs more experience".
Yes. The scorecard is equally useful for structured interviews (score the candidate on demonstrated examples), trial edit reviews, or 3-month and 6-month check-ins with permanent team members. You can print the scorecard and complete it as a paper form during a video review session, or save it to your FileFeedback portal against the editor's name.
FileFeedback gives your new editor a clear, structured way to receive client feedback — timestamped comments on the video, not a wall of notes in an email.
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