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How to ask for feedback after a job rejection

Reply to a rejection with one question about your interview or work sample. Includes a short email you can adapt.

Ghosted editorialPublished 10 min read

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The email

Ask one question about something they saw

Reply in the thread the rejection came in. Replace everything in square brackets.

SubjectRe: their thread

Hi [Name],

Thanks for letting me know. I appreciated the chance to [the part of the process they saw]. If you have a moment, was there [one thing] you hoped I’d cover in more detail?

Thanks, [Your name]

Filled in, it reads like this:

SubjectRe: their thread

Hi Jo,

Thanks for letting me know. I appreciated the chance to walk through my test plan. If you have a moment, was there a risk you hoped I’d cover in more detail?

Thanks, Alex

Made-up details

Thanks for the news, one line about the part of the process you valued, and one question about it. The question can be answered in a sentence by the person who saw your work. It doesn’t ask them to explain or defend the decision.

What if the rejection came from a no-reply address?

Use an existing conversation if someone personally interviewed you. If all you have is an automated notice, it’s fine to close the application there.

When they answer

When they give you an example

Thank them and write down one change you can try. If they wanted clearer priorities, practise explaining which test you’d run first and why. You can use that at your next interview.

A made-up example: what they said, and what to practise
  • What they said: “We hoped you’d say which risk to test first.”

    What to practise: Explain which test you’d run first and why, in two sentences, before the full plan

  • What they said: “The plan was thorough, but it took a while to reach the point.”

    What to practise: Open each answer with a one-line summary, then the detail

Each row turns a comment into something you can rehearse. “Clearer priorities” is hard to practise. “Say which test comes first, and why, before anything else” is a thing you can do out loud tonight.

Then reply once, briefly. It closes the conversation on good terms:

SubjectRe: their thread

Hi [Name],

Thank you, that’s really useful. I’ll [the change you’ll make] in my next interview.

Thanks again, [Your name]

Who to ask

Ask the person who saw your work

Feedback is only as useful as what the person actually saw. Before you write, think about who was in the room, or who read what you sent.

The hiring manager who reviewed your work

The best person to ask about a test plan, a presentation or a technical answer. Ask about the work, not the decision.

An interviewer you met

If they sent the rejection or you have their address from scheduling, a question about your conversation with them is fair.

The recruiter who ran the process

Often the only contact you have. They may not have seen your work, but they can pass on what the panel said, or tell you which stage mattered most.

A no-reply address

Nobody reads it. If the only message you have came from one, the application is closed, and that’s fine.

If you met several people, ask the one you have a thread with, and name the part you’re asking about: “the test plan I walked Sam through”. They can pass the question on, and the person who answers knows exactly which moment you mean.

Start here

What a feedback request can and can’t do

Asking for feedback won’t change the decision, and it isn’t meant to. What it can do is tell you one thing to work on before your next interview, and leave a good last impression with a team you might apply to again. Some teams don’t share feedback at all, and others are short of time. A good request makes yes easy and no painless.

  1. It asks something answerable

    One question about one moment. “Was there a risk you hoped I’d cover?” takes a sentence to answer. “Any feedback?” takes an appraisal.

  2. It’s about the work, not the result

    You’re asking what would have made your test plan stronger, not why someone else got the job. That keeps it comfortable to answer.

  3. It closes on good terms

    Thanks first, and nothing that sounds like a complaint. Whether or not they answer, the last thing they read from you is gracious.

Wanting feedback, and getting it

94%

Of the candidates in LinkedIn’s 2015 research, 94% wanted feedback after an interview, but only 41% had ever received it. A short, specific question is the version most likely to land on the right side of that gap.

Source: LinkedIn Talent Solutions, The Ultimate List of Recruiting Statistics (2015 data)

Choosing the question

Questions that get an answer

A vague question asks them to do the work of deciding what to tell you. A narrow one points at a moment they remember and asks about that.

Made-up examples: the same request, vague and answerable
  • Hard to answer: Do you have any feedback?

    Easy to answer: Was there a risk you hoped I’d cover in more detail?

  • Hard to answer: Why didn’t I get the job?

    Easy to answer: Which part of my test plan was least convincing?

  • Hard to answer: What could I improve?

    Easy to answer: Was my answer about prioritising too long?

  • Hard to answer: How did I do overall?

    Easy to answer: Is there one skill you’d suggest I build before applying again?

Timing

Ask within a day or two

The sooner you ask, the more they remember. A reply the same day or the next reads as a natural response to their message. Two weeks later, the details have gone, and your email has to remind them who you were.

If you need a day before you can write calmly, take it. A rejection can sting, and a request written in that mood can read as an argument. Wait until you can write the thanks and mean it.

Send it once. If nothing comes back within a week or so, let it go. Silence usually means a policy or a full inbox, not a judgement on you, and a second request rarely gets a different result.

Other situations

Three more versions you can copy

Each one is a reply in the thread the rejection came in.

After a phone screen with a recruiter. Ask about fit, which is what they judged.

SubjectRe: their thread

Hi [Name],

Thanks for letting me know, and for the call last week. If you have a moment, was there anything in my experience that didn’t match what the team needed?

Thanks, [Your name]

After a final round. Name the people you met and ask for the one thing that would have made the difference.

SubjectRe: their thread

Hi [Name],

Thanks for letting me know. I enjoyed meeting [names] and learning about [the team’s work]. If there was one thing that would have made my application stronger, I’d be grateful to hear it.

Thanks, [Your name]

You’d like to be considered again. Say so plainly, and only if you mean it.

SubjectRe: their thread

Hi [Name],

Thanks for letting me know, and for your time during the process. I’d still love to work at [Company]. If a similar role opens up, I’d be glad to hear from you.

Thanks, [Your name]

Before you ask

Three things to settle first

Whether you want to hear it now

Feedback is most useful when you can take it in. If you’d rather not hear it this week, wait a day, or skip it. Not asking is a perfectly good choice.

What you’ll do with the answer

If you have another interview coming up, one concrete change is worth a lot. Ask the question that would help most with that interview.

Whether you’d apply there again

If yes, add a line saying so. If not, keep it to the thanks and the question. Either way, you’re leaving the door as you’d like it.

Using it

How to use what they tell you

Take one change

Even a long reply usually has one point that matters most. Pick it, and turn it into something you can practise, like the table above.

Check it against other interviews

One person’s view is one data point. If two interviewers say something similar, it’s a pattern worth working on.

Don’t argue

Even if you disagree, thank them and move on. Someone who took the time to answer has done you a favour; a rebuttal is the surest way to make sure they don’t again.

Write it down with the application

Keep their words, the date and the change you chose. Before your next interview, read your notes from the last few. Patterns are easier to see on paper.

What goes wrong

The mistakes that close the door

Arguing with the decision

“I think I was a strong fit because…” turns a request into a complaint. The decision is made; ask about the work.

Asking for a full review

“Could you send detailed feedback on each stage?” is a lot of work for someone who has already said no. One question gets more answers than five.

Asking someone who never saw your work

A coordinator who booked the call can’t tell you how your answer landed. Ask the person who heard it, or ask the recruiter what the panel said.

Asking about the person they hired

Comparisons with other candidates are rarely something a team will share. Keep the question about your own work.

Chasing a reply

A second or third request reads as pressure. Send one, and let silence be an answer.

It isn’t a second chance

Very occasionally a feedback request starts a conversation about another role. That’s a bonus, not the point. Write it as if the answer is all you’ll get.

Last look

A checklist before you send

After you ask

Close the application either way

Whether they answer or not, the application is finished. Mark it closed, keep any feedback with it, and note the one change you’ll try. Then put your attention on the applications that are still open.

If you’re preparing for another interview, add the change to your interview prep sheet so it’s in front of you on the day. And if a process went quiet without any decision at all, that’s a different situation: here’s what to do when there’s no response after an interview.

Questions

Questions people ask about feedback after a rejection

Is it OK to ask for feedback after a job rejection?

Yes. A short reply that thanks them and asks one question about your work is a normal, professional thing to send. Some teams can’t share feedback, so expect that the answer may be no, or nothing.

Who should I ask for feedback?

The person who saw the part you’re asking about. A hiring manager who reviewed your work can answer questions about it; a recruiter who only booked the call may have less to share.

What if the rejection came from a no-reply address?

Use an existing conversation if someone personally interviewed you. If all you have is an automated notice, it’s fine to close the application there.

How long should I wait for a reply?

About a week. If nothing comes back, let it go. Don’t send a second request; silence usually means a policy or a busy inbox.

What if they say they can’t give feedback?

Thank them and leave it there. Many companies keep feedback brief or don’t give it at all. A gracious reply still leaves a good last impression.

Should I ask to be considered for other roles?

If you mean it, add one line: “If a similar role opens up, I’d be glad to hear from you.” Keep it separate from the question, so neither gets lost.

What if I disagree with the feedback?

Thank them anyway and don’t reply with a defence. Check it against what other interviewers have said. If it doesn’t match anything else, it may just be one view.

Close it, and keep what you learned.

Keep every application and how it ended in one place, with your notes for next time.

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