Free resource for recruiters

Interview feedback examples for recruiters

Six interview feedback templates you can copy: three for the client, hiring manager or HR, three for candidates, plus short interview remarks for your ATS or scorecard.

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For the client or hiring manager

Interview feedback examples for internal assessment

The same role, requirements and section order. Only the evidence and degree of fit change: YES, MAYBE or NO. This lets you compare candidates against the same criteria.

Demo examples. The positive assessment follows the supplied ReCo demo report; the other scenarios are fictional. The recruiter makes the final assessment.

Strong yes

Recommend for the client interview

Recommendation

YES. Experience matches the Senior Product Manager scope in B2B fintech: independent ownership of onboarding and account activation, work with KYC and compliance, and delivery across teams. The candidate combines domain ownership with mentoring a junior PM.

Product management in B2B SaaS or fintech environments

Several years in B2B fintech and SaaS, focused on payments, business onboarding, KYC and regulated products. As a Senior Product Manager at Revolut Business, the candidate owns an onboarding and account-activation domain, with earlier corporate-banking and payments experience.

Knowledge of payments, onboarding and compliance

Owns business onboarding and KYC. Works directly with risk, compliance, identity-verification providers and teams developing risk engines. Tracks 4 measures when making changes: onboarding completion, drop-offs, activation time and manual reviews.

Leading complex initiatives across multiple teams

Leads onboarding and KYC changes spanning several teams. Makes trade-offs between growth, technical constraints and regulation explicit, using an MVP followed by further iterations.

Product leadership and mentoring

Leads a product domain and mentors 1 junior Product Manager on prioritisation, refinement and stakeholder communication. Experience covers product leadership and developing a junior PM; it does not include formal team performance management.

Working style and communication

Prefers fact-based discussions and open feedback. Acknowledges spending extra time aligning people when ownership is unclear and is developing confidence in direct conversations and feedback.

Motivation and working model

Seeks further domain ownership and a path towards people management. Prefers 3-4 remote days and 1-2 fixed office days per week because of the commute.

Availability

A 3-month notice period. For the next stage, suggests Tuesdays and Thursdays between 10:00 and 16:00, with occasional availability on Monday afternoons.

Maybe

Partial fit for the role

Recommendation

MAYBE. Partial fit. The candidate independently owns a B2B SaaS product and cross-team delivery, but has worked outside fintech. No experience with KYC or compliance, both central to this domain; moving into the role would require support from an experienced fintech PM.

Product management in B2B SaaS or fintech environments

Owned a B2B SaaS order-management platform for 3 years, including its roadmap, customer interviews and backlog priorities. The product supported commercial workflows without payments or financial-sector regulatory requirements.

Knowledge of payments, onboarding and compliance

Rebuilt company-account registration and setup, reducing launch time from 5 to 3 days. This was technical onboarding: data imports and permissions. Has not worked on identity verification, KYC or agreements with compliance.

Leading complex initiatives across multiple teams

Coordinated an integration rollout across 2 engineering teams and customer success. Agreed the migration sequence and MVP scope. These rollouts did not involve risk, compliance or external financial institutions.

Product leadership and mentoring

Onboarded 1 new PM and reviewed their backlog with them for 2 months. Did not continue with regular mentoring or a development plan afterwards.

Working style and communication

In a disagreement with sales, compared 6 customer requests against implementation costs and agreed a smaller first release. Shared the decision and rationale with both teams in a written summary.

Motivation and working model

Wants to move from commerce tools into fintech, with no previous work in the sector. Accepts 2 office days per week and is willing to learn the domain alongside the risk team.

Availability

A 2-month notice period. Available for further interviews on Wednesdays and Fridays after 14:00.

No

Do not progress, with the reason

Recommendation

NO. Experience is insufficient for a Senior Product Manager role. The candidate carried out payments operations but has not owned a product, roadmap or cross-team initiative. Has not worked on onboarding or KYC.

Product management in B2B SaaS or fintech environments

Worked for 2 years as an operations specialist at a payments provider. Handled merchant queries and documented bugs for the product team. A PM set priorities and scope; the candidate did not own the roadmap, discovery or product outcomes.

Knowledge of payments, onboarding and compliance

Knows transaction settlement and complaints from daily operations. Has not designed onboarding or KYC processes. Escalated cases requiring risk assessment to compliance, without helping define verification rules.

Leading complex initiatives across multiple teams

Participated in 1 rollout as a tester for merchant-panel changes. Executed prepared test cases and reported bugs. A project manager owned the schedule, rollout scope and agreements with other teams.

Product leadership and mentoring

Worked as an individual specialist. Has not led a product domain, onboarded junior PMs or mentored colleagues.

Working style and communication

Clearly described handling complaints: checking transaction status, contacting the merchant and escalating to technical support. Examples covered following existing procedures without making product decisions.

Motivation and working model

Seeks a first product role with guidance from an experienced PM. Accepts 2 office days per week. Expects onboarding in the fundamentals of discovery and prioritisation.

Availability

Available after a 1-month notice period. Can attend interviews on working days after 15:00.

For the candidate

Interview feedback examples to send candidates

Feedback the candidate reads: specific, respectful and honest about the reason, without personal or sensitive remarks.

Moving forward

Positive feedback after a screening call

Hi Anna, Thank you for the conversation today. Your verification-flow rebuild, which lifted onboarding completion from about 60% to 74%, fits this role's challenges well. Your use of drop-off analysis and 10 customer interviews to set priorities also stood out. I've shared my notes with the client and recommended you for the next stage, an interview with the Head of Product. I'll confirm the time by Thursday.
Rejection

Rejection with a job-related reason

Hi Mark, Thank you for your time and openness on Tuesday. After comparing all candidates against the role's criteria, we won't move you forward for this position. This role requires independent work in 2 areas: SQL and experiment design. You described working with analysts, but we couldn't explore an experiment that you had designed and analysed independently. Your payments background and clear communication came through strongly, and I'd like to keep you in mind for roles where analytics support sits within the team.
Final round

Rejection after the final interview

Hi Eva, Thank you for going through the full process with the client. They decided to offer the role to another candidate whose experience of leading a 5-person team matched the scope more closely. Their feedback on your case study was very positive, especially the pricing analysis. If you're open to it, I'd be glad to stay in touch about leadership roles in the coming months.
Short remarks

Interview remarks examples

One-line comments for an ATS field, a scorecard or a quick note to HR. Each one points to something the candidate said or did.

Interview remarks

Six short remarks

- Clear, structured answers backed by numbers; strongest on onboarding and KYC. - Good motivation for the role; salary expectations above the client's range. - Technical depth confirmed in the system design question; hesitant under follow-up questions. - No evidence yet for people management; recommend a follow-up question set. - Proactive about customer research; may need support with executive stakeholders. - Available in one month; open to hybrid, two days a week in the office.
Writing feedback

How to write interview feedback you can stand behind

Compare like with like: use the same requirements and section order for every candidate for a role. Change the assessment and evidence, and state missing information explicitly. A consistent structure makes differences and the reasons for a decision easier to see.

01

Lead with the recommendation

Progress, hold or do not progress, in the first line. Everything after it explains why.

02

Tie every claim to evidence

Quote what the candidate said or did, with numbers and examples, instead of adjectives.

03

Name the gaps

Say which criteria the interview did not cover, so the next interviewer knows what to test.

04

Separate internal and candidate feedback

The client needs your full assessment; the candidate needs the decision and the main job-related reason.

05

Keep it about the job

Leave out health, family, age and other personal topics, even if the candidate mentioned them.

06

Compare against the same criteria

Set requirements before interviewing and keep their order in every report. Record missing evidence in its section instead of removing it. This prevents a strong answer in one area from obscuring a gap in another.

From knowing the principles to everyday practice

The same standard of feedback. After every interview.

Interview evidence, role criteria and your conclusions in one place. ReCo is a tool built for recruiters: it helps draft the feedback, and you refine the final version.

Feedback in ReCo

Draft feedback from the interview itself

In ReCo the transcript, your notes, the CV and the role are already in one place, so the candidate feedback message or the client recommendation is drafted from the actual conversation. You edit every sentence before it goes out.

  • A tailored candidate feedback message, drafted from the interview evidence.
  • A recommendation for the client in your structure and branding.
  • The CV is anonymized automatically before AI processing.
  • You can edit the transcript and remove anything sensitive before AI uses it.
Where feedback is written

The interview workspace between sourcing and your ATS

Sourcing tools help you find candidates. Your ATS or recruitment CRM stores and tracks them. ReCo is built for the interview work in between, including the feedback and the recommendation.

01 / Sourcing

Finding candidates

There you search, identify, and reach candidates.

Sourcing tools
LinkedIn RecruiterSourceWhaleSeekOuthireEZ
03 / Store and track

Managing the
process & database

There you store candidate information, manage relationships, and track the hiring process.

ATS and recruitment CRM
BullhornGreenhouseLeverWorkable
✨ More than a notetaker

Not another notetaker. The place you do the whole interview job - from running the call to the finished report.

Think ChatGPT + a notetaker in one recruiting workspace, already set up for candidate interviews. Prepare the role and questions, run the call with the CV, notes, and live transcript at hand, then create the write-up from those same sources. Because the context builds as you work, AI can help without extra prompts, uploads, or re-explaining the candidate and role.

Prep, run, write up - one space

Role context and questions before the call; the CV, JD, and your own notes at hand during it; a write-up built from those same sources after - you choose what feeds each part, and what you write yourself.

A recommendation report you edit however you like

Generate the whole candidate report, rewrite one paragraph with your own instruction, or write a section by hand - all in the same editor, with the sources behind each block up to you: transcript, notes, CV or job description.

A notetaker at its core

A live transcript for Google Meet and Teams, with no audio or video stored. Face-to-face meetings and phone calls on speakerphone are captured through the computer microphone as a paid add-on.

Time back after every conversation

Reports, notes, and summaries done 50-80% faster - while the conversation is still fresh.

AI that needs no prompting

Chat and quick actions already know your candidate and role - ask for follow-up questions, a tailored candidate feedback message, or a search strategy. No prompt engineering, no transcript to paste, no role to explain.

Compliance built into the flow

CV blinding and transcript editing - data stays local, you control what gets processed.

A workflow your team will actually use

Recruiters keep working the way they already do, but with the full interview stage in one place. You get consistent structure across calls and reports, while useful AI does not depend on everyone mastering prompts or rebuilding context.

A notetaker captures the call. ReCo is where the call happens.
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Questions recruiters ask

Interview feedback: FAQ

Writing feedback for hiring managers, HR and candidates.

More interview resources
Meet ReCo: your ChatGPT for recruitersInterview transcript exampleInterview notes templateInterview questions libraryExecutive search software

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One workspace from prep to deliverable — JD, CV, transcript, notes, and output in one place
Private by design — CV blinding and transcript editing — data stays local, you control what gets processed
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Piotr Lewandowski
Piotr Lewandowski
Talent Business Partner · HR Hints

Interview admin went from the heaviest part of the day to something that barely registers.

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