Ask HN: Using Interview Scorecards for software candidates

I am not convinced of the validity of using scorecards to interview candidates. I understand it attempts to put quantitative aspects to subjective interviewing, but scoring is subjective so the foundation of this system seems flawed. My concern is the consequence of relying on the "data" and unable to convince the team that the highest rated candidate is actually not the best choice.

Any find success in this? Alternatives? If do use scorecards, things one should now? Most resources online are from HR and not the software team perspective.