Why asking for feedback is worth it

Most candidates who are rejected for a role never find out why. This is a missed opportunity: constructive feedback from a hiring manager can tell you exactly what to work on, whether the rejection was about you or simply about another candidate being a better fit, and sometimes even positions you better for future opportunities at the same organisation. It also demonstrates professionalism: hiring managers and recruiters who give feedback to rejected candidates remember those who asked gracefully and improve their own impression of them. In recruiting cycles at the same company, a candidate who handled rejection professionally is often re-considered for future openings.

When and how to ask

Ask for feedback within 48 hours of receiving the rejection. Send a reply to the rejection email (not a new email) so the context is clear. Keep it brief: two to three sentences. The recruiter and hiring manager are busy people and a long request for detailed feedback is less likely to be answered than a short, gracious one. Do not attach conditions, bargain, or try to reverse the decision in the same email. Accept the decision gracefully first, then ask for feedback as a separate and clearly secondary request.

Email template

Subject: [Same as the original thread, so it is a reply]

"Thank you for letting me know, and for the time you and the team took to meet with me. I appreciated the opportunity to learn more about the role and [something genuine about the company or the conversations].

I would be grateful for any feedback you are able to share about my application or interviews. I understand if your process makes this difficult, but any insight would help me continue to develop.

I hope our paths cross again in the future.

[Your name]"

This is professional, brief, grateful, and gives the recruiter an out if they cannot share feedback. It also ends on a forward-looking note that keeps the door open.

How to use the feedback you receive

Not all feedback is useful. Vague feedback ("we found a stronger candidate") tells you nothing actionable. Specific feedback ("your technical knowledge of [area] was less developed than we needed at this level" or "we felt your examples in the behavioral interview were more junior than the role required") is genuinely valuable and tells you exactly where to focus. If you receive specific feedback: take it seriously, do not argue with it in reply, thank the giver, and use it. The point is not to convince the current employer they were wrong. The point is to improve for the next interview.

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Frequently asked questions

Will I always get feedback if I ask for it?
No. Many organisations have policies against giving detailed interview feedback, typically to avoid potential discrimination complaints. Recruiters at large companies may be prohibited from giving specific feedback by their legal team. You will often receive a polite but vague response. This is not personal — accept it graciously and move on. The cases where you are most likely to receive useful feedback are: smaller companies, roles where you spoke directly with the hiring manager, and situations where you had a good interpersonal rapport during the interview process.
Should I ask for feedback by phone instead of email?
Email is usually better for initial requests: it gives the recruiter time to consult notes, formulate a response, and choose how much to share. However, if you had a particularly good rapport with the interviewer, a brief phone call can surface more candid feedback than a written response. If asking by phone: be brief, accept the feedback without defence, and follow up with a thank you email afterwards.