Candidate Interview Feedback
About this template
This template helps interviewers document candidate feedback consistently after an interview. It captures interview context, observable evidence, strengths, concerns, follow-up questions, process considerations, and a recommended next step.
Who it’s for
- Hiring managers documenting interview feedback
- Interview panel members sharing candidate assessments
- Recruiters collecting structured evaluations after each interview stage
- Hiring teams reviewing evidence before making a candidate decision
When to use it
- After an initial screening or first interview
- Following a skills, technical, panel, or final interview
- When the hiring team needs evidence-based feedback before advancing a candidate
- When an interviewer needs to disclose a potential conflict of interest
Customization tips
- Add role-specific evaluation criteria, such as technical skills, communication, or leadership.
- Make candidate name, role, interview stage, and interview date required if complete records are needed.
- Add a rating scale for core competencies when interviewers use a defined scorecard.
- Adjust recommendation options to match your organization’s hiring workflow.
Preview the template
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Candidate Interview Feedback
Interview details
Set the context for this candidate’s interview feedback.
Use the name shown in the interview schedule or application.
Include the specific position or team if helpful.
Select the stage this feedback covers.
Select the date of the interview.
Evaluation
Share job-related observations from the conversation and examples that support your assessment.
Focus on observable, role-related evidence. Do not include protected personal characteristics.
Highlight strengths that are relevant to success in this role.
Keep comments specific, job-related, and supported by interview evidence.
Add questions that would help the team assess the candidate further.
Considerations
Note any appropriate process considerations for the hiring team.
Note any scheduling, accessibility, or process improvements for future interviews. Do not include medical details or personal characteristics.
Let the hiring team know whether you have a relationship or interest that could affect your assessment.
Optional. Complete only if you selected a potential conflict above.
Recommendation and next step
Provide your overall recommendation and the action you believe should happen next.
Choose the recommendation that best reflects your assessment of the candidate for this role.
How confident are you in this recommendation based on the interview?
Select the next action you recommend for this candidate.
Optional. Keep notes focused on the role and interview evidence.
