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hehe
Student
Singapore
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Questions
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Post-interview: How to ask for CONSTRUCTIVE feedback?
When an application is rejected, what’s the most professional way to ask for feedback—especially if the rejection wasn’t due to lack of skills or experience?
How should candidates interpret responses like “we went with someone stronger,” and is it reasonable to ask what could have been improved?
[I'm not just requesting for generic PR answers. Though ultimately us as job applicants cannot force our way for the very 'real' answers to come out of the recruiters' mouths.
Example below:
"While your experiences are relevant, we have decided to move forward with candidates whose profile matches more closely with the specific requirements of the role as well as the expectations of our hiring managers."]
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9 answers
Cherisse Lausier (US)
3
Answers
Updated
Cherisse’s Answer
Hi- I am going to answer this from a different angle as the above advice was solid. Often times the recruiter may not be able to give certain details you are seeking. I would recommend that you practice your interviewing skills. First, practice in the mirror so your answers become natural and that can help to ease your nerves. Secondly, I would enlist a friend or family member to do mock interviews with you. And lastly, I would recommend you network with professors or professionals to practice interviewing or just to practice having more formal conversations. Best wishes to you! Thank you!
S I
Finance
24
Answers
San Francisco, California
Updated
S’s Answer
Short answer:
You can ask for constructive feedback after a rejection, but you should do it once, briefly, and without expecting depth. The goal is professionalism and learning—not reopening the decision.
Why feedback after rejection is often vague
Most recruiters are limited in what they can share due to:
• Legal and compliance considerations
• Internal company policy
• Time constraints
• Decisions based on relative fit rather than clear skill gaps
As a result, phrases like “we went with someone stronger” usually mean stronger for this specific role, team, or moment—not that the rejected candidate lacked competence.
How to ask in the most professional way:
If you choose to ask, keep the request optional, narrow, and easy to answer. For example:
“Thank you again for the opportunity and for the team’s time.
If possible, I’d appreciate any brief feedback on one or two areas I could strengthen for similar roles in the future. I completely understand if you’re unable to share.”
This works because it:
• Respects boundaries
• Signals growth rather than defensiveness
• Does not challenge the hiring decision
How to interpret generic responses
When you receive answers like:
• “We went with someone stronger”
• “Another candidate was a closer fit”
They typically reflect factors such as:
• More recent or directly relevant experience
• Internal alignment or stakeholder preference
• Lower perceived ramp-up risk
• Timing or team composition
They are rarely a precise critique of your skills.
I would not push for more details, meaning
• Asking once is appropriate
• Following up repeatedly is not
• Silence or generic replies are not invitations to probe further
If a recruiter is able and willing to give specific feedback, they usually will without prompting.
Post-rejection feedback is a courtesy, not an obligation.
More reliable signals than written feedback include:
• How far you progressed in the process
• Whether you were encouraged to apply again
• Whether the recruiter stays in touch
In summary:
Ask politely once, accept whatever response you receive, and move forward without over-interpreting generic language. That approach preserves professionalism and keeps future opportunities open.
You can ask for constructive feedback after a rejection, but you should do it once, briefly, and without expecting depth. The goal is professionalism and learning—not reopening the decision.
Why feedback after rejection is often vague
Most recruiters are limited in what they can share due to:
• Legal and compliance considerations
• Internal company policy
• Time constraints
• Decisions based on relative fit rather than clear skill gaps
As a result, phrases like “we went with someone stronger” usually mean stronger for this specific role, team, or moment—not that the rejected candidate lacked competence.
How to ask in the most professional way:
If you choose to ask, keep the request optional, narrow, and easy to answer. For example:
“Thank you again for the opportunity and for the team’s time.
If possible, I’d appreciate any brief feedback on one or two areas I could strengthen for similar roles in the future. I completely understand if you’re unable to share.”
This works because it:
• Respects boundaries
• Signals growth rather than defensiveness
• Does not challenge the hiring decision
How to interpret generic responses
When you receive answers like:
• “We went with someone stronger”
• “Another candidate was a closer fit”
They typically reflect factors such as:
• More recent or directly relevant experience
• Internal alignment or stakeholder preference
• Lower perceived ramp-up risk
• Timing or team composition
They are rarely a precise critique of your skills.
I would not push for more details, meaning
• Asking once is appropriate
• Following up repeatedly is not
• Silence or generic replies are not invitations to probe further
If a recruiter is able and willing to give specific feedback, they usually will without prompting.
Post-rejection feedback is a courtesy, not an obligation.
More reliable signals than written feedback include:
• How far you progressed in the process
• Whether you were encouraged to apply again
• Whether the recruiter stays in touch
In summary:
Ask politely once, accept whatever response you receive, and move forward without over-interpreting generic language. That approach preserves professionalism and keeps future opportunities open.
Rachael Krutty
Corporate Social Responsibility
7
Answers
Madison, Wisconsin
Updated
Rachael’s Answer
Getting a rejection email can be difficult. It's a good idea to send a thank-you note after any interview. If you get a rejection, it's okay to ask for feedback on how to improve for similar roles in the future. They might not provide many details, but hopefully, they will reply. Make sure your email is positive and shows appreciation.
Morgan Adams
Healthcare Administration
35
Answers
Winston-Salem, North Carolina
Updated
Morgan’s Answer
After a rejection, it’s professional to ask for feedback as long as the request is brief, appreciative, and future-focused rather than challenging the decision. Instead of asking “why,” ask specific, low-risk questions like whether there was a skill, level of scope, or expectation another candidate demonstrated more clearly, which makes it easier for recruiters to respond honestly. Phrases such as “we went with someone stronger” or “closer match” usually signal alignment, seniority, or interview fit—not a lack of ability—so they should be read as directional, not personal. It’s reasonable to ask what could be improved, but accept that responses may be high-level due to legal or company constraints, and treat any insight as a data point to refine your positioning rather than a verdict on your potential.
Gwen Richardson
Customer Facing Prinicpal Solutions Consultant
21
Answers
Atlanta, Georgia
Updated
Gwen’s Answer
After every interview, I always send a Thank You Email to the interviewer. If a recruiter is part of the process, I ask them for feedback on how the interview went. If I don't get the job, I politely ask for details about why. I want to know what I could improve or if there's a skill I need for the position.
Yoav Traeger
Bid Manager
93
Answers
Kiryat Ono, Tel Aviv District
Updated
Yoav’s Answer
It's frustrating to get one of those vague rejection emails that do not actually tell you anything helpful, especially when you know you have the right skills for the job. When you reach out for real feedback, the best approach is to lead with genuine gratitude for their time and keep your request very specific so it does not feel like you are challenging their decision. You might say something like I am looking to grow professionally and would love to know if there was a specific area where my interview performance or portfolio could have been more aligned with the team's needs. If they tell you they went with someone stronger, it often just means another candidate had a very niche piece of experience or a slightly better cultural fit for that specific moment, rather than a reflection of a personal failure on your part. It is absolutely reasonable to ask for improvement tips, though you should keep in mind that some companies have strict policies that prevent them from saying much. Even if they stay tight-lipped, reaching out professionally keeps the door open for future roles and shows you have a great growth mindset.
Ashley Gantt
Talent Exchange Recruiting Manager - Contract Employment
6
Answers
Dallas, Texas
Updated
Ashley’s Answer
This is a great question and a frequently asked one especially for someone who is in my profession as a Recruiting Manager. There are many factors that go into role declines where the team may be looking for a particular skillset initially, but then it evolves the more they start to look at candidate profiles and they notice they're really looking for one skillset rather than what they started out as. Happens often.
In other times, years of experience and level sometimes make a difference as well. For example, you may have 4-5 years strong experience, but someone else comes along with almost 7 years of experience with particular certifications and they were a prior employee who can start working in the role fairly quickly after onboarding. It's not that you didn't have experience, you do, but there was another stronger candidate in the pipeline.
I'd say the same as I've seen in other responses, don't be hard on yourself as these things happen all the time. Taking on an appreciative learner approach to see if there's anything you can do better to make you stand out more is helpful, but keep in mind that there are other factors outside of our control on what we can and cannot share. I do the best I can to provide general guidance that can be applied across the board for any role rather than providing advice for the particular role in question especially when the candidate reaches out to inquire. Hope this helps!
In other times, years of experience and level sometimes make a difference as well. For example, you may have 4-5 years strong experience, but someone else comes along with almost 7 years of experience with particular certifications and they were a prior employee who can start working in the role fairly quickly after onboarding. It's not that you didn't have experience, you do, but there was another stronger candidate in the pipeline.
I'd say the same as I've seen in other responses, don't be hard on yourself as these things happen all the time. Taking on an appreciative learner approach to see if there's anything you can do better to make you stand out more is helpful, but keep in mind that there are other factors outside of our control on what we can and cannot share. I do the best I can to provide general guidance that can be applied across the board for any role rather than providing advice for the particular role in question especially when the candidate reaches out to inquire. Hope this helps!
Carolyn (Larrivee) Harris
Recruiter
6
Answers
Philadelphia, Pennsylvania
Updated
Carolyn’s Answer
I understand how frustrating this can be. As a recruiter, I often encounter these questions. If a team decides to "soft decline" a candidate due to business reasons, like timing or lack of positions, I try to provide more details to keep in contact. However, many recruiters can't legally share more information about the decision. Although it can be disappointing, remember that many factors influence hiring decisions, so try not to let it get you down!
Vaidehi Dave
Technical Instruction Design
15
Answers
Edison, New Jersey
Updated
Vaidehi’s Answer
I agree with some of the advice given. It's always a good idea to start by sending a thank you note. After getting a rejection, keep in touch with the recruiters. Ask if they can reach out to the hiring manager for feedback or if you can do it yourself. Sometimes, they might give you an email to ask for detailed feedback. If they do, remember to thank both the recruiter and the manager. Let them know why you value their feedback, as it can help you grow in your career. Tell them you appreciate and welcome honest feedback. Often, rejections happen because of internal hiring or specific skills they were looking for.
Good luck! Hope this helps.
Good luck! Hope this helps.