Claudeによる個別化された不採用フィードバック

---
name: rejection-feedback
description: Take a rejected candidate's interview scorecards and (where available) transcripts, draft an evidence-grounded rejection email or recruiter-call talking points, and produce the recruiter-side notes for the call. Always stops at a recruiter-review gate; never sends. Refuses to draft when the rubric is missing or the case is jurisdiction-flagged.
---

# Rejection feedback

## When to invoke

Use this skill when a recruiter needs to send personalized post-interview feedback to a candidate who reached at least an onsite or final-stage loop, and the team has structured scorecards plus a role rubric on file. Take the candidate's scorecards (across all interviewers), the role rubric, the recruiter-relationship context (was feedback explicitly offered? requested?), and the candidate's residency jurisdiction as input. Produce a Markdown rejection email draft, optional recruiter-call talking-point notes, and a one-line routing recommendation.

Do NOT invoke this skill for:

- **Auto-sending without recruiter review.** The skill writes drafts to disk and stops. There is no `send` action defined anywhere in this skill. Auto-sent rejection feedback is the single most reliable way to produce an inappropriate-content incident under EEOC, ADA, or state employment law. The recruiter is the gate.
- **Candidates who have not requested feedback in jurisdictions where unsolicited feedback creates risk.** Specifically: France (Code du travail risk on documented rejection reasons), Germany (AGG §22 evidentiary shift), and any jurisdiction where the recruiter's HR-counsel guidance disallows unsolicited specifics. The skill reads the `jurisdiction_policy.yaml` file and refuses to draft specifics for any jurisdiction marked `unsolicited_feedback: deny`.
- **EEOC-implicating language or protected-class proxies.** "Cultural fit", age inferences from graduation year, family-status references, national-origin references, accent commentary, gendered descriptors ("aggressive", "abrasive", "soft"), pregnancy-status references, disability or accommodation references. The banned-phrase blocklist in `references/2-banned-phrase-blocklist.md` runs as the final check before the draft is written. Any hit halts the run with the offending string surfaced.
- **Cases legal has flagged.** If the candidate file has a flag for active dispute, accommodation request unaddressed, or a complaint on record, the skill returns "decline to provide specific feedback — legal flag present" and writes a generic-decline draft instead.
- **Rejections from earlier stages** (resume screen, recruiter screen). Templated decline is the right tool there. This skill is for candidates who invested significant time and earned a real answer, per the [recruiting funnel](/en/learn/recruiting-funnel-metrics/) cost.

## Inputs

- Required: `candidate_id` — the ATS record ID ([Ashby](/en/tools/ashby/), [Greenhouse](/en/tools/greenhouse/), or [Lever](/en/tools/lever/)). The skill pulls scorecards via the ATS API; it does not accept pasted scorecard text, because pasted text cannot be audited back to the source interviewer.
- Required: `role_id` — used to load the role's rubric from `rubrics/<role_id>.yaml` (same source the [interview debrief skill](/en/workflows/interview-debrief-summary-skill/) reads). Without a rubric the skill refuses to run; ungrounded feedback is how false specifics get drafted.
- Required: `jurisdiction` — ISO 3166 country code for the candidate's residency at time of application. Drives which jurisdiction-policy block applies.
- Required: `feedback_requested` — boolean. `true` only if the candidate explicitly asked for feedback (in writing, captured in the ATS). `false` defaults to a generic-decline draft in jurisdictions where the policy file flags unsolicited specifics as risk.
- Optional: `transcript_id` — pointer to a [BrightHire](/en/tools/brighthire/) or [Metaview](/en/tools/metaview/) transcript bundle for the loop. When present, the skill cross-references scorecard claims against transcript evidence; when absent, the skill works from scorecards alone and labels the draft accordingly.
- Optional: `route` — one of `email`, `call`, `auto`. `auto` (default) picks based on stage reached and seniority per the routing rules in `references/3-output-format.md`.

## Reference files

Always read the following from `references/` before drafting. Without them the draft is generic, ungrounded, and risks tripping a banned phrase.

- `references/1-rubric-to-feedback-mapping.md` — the mapping from rubric dimensions to safely-sharable, candidate-facing feedback language. Replace the template placeholders with your team's approved phrasing before first use.
- `references/2-banned-phrase-blocklist.md` — the blocklist the skill greps the draft against in step 5. Patterns include EEOC-implicating terms, protected-class proxies, comparative-ranking language, and unverifiable specifics. Do not edit this file to make a draft pass.
- `references/3-output-format.md` — the literal email and call-notes format, including the routing rules.

## Method

Run these six steps in order. Steps 1-3 are deterministic gating; steps 4-5 use the LLM for synthesis and screening; step 6 is the audit log. The order matters — letting the LLM draft against unchecked scorecards produces fast, confident, EEOC-implicating output.

### 1. Validate jurisdiction policy and consent

Open `references/jurisdiction-policy.yaml` (user-supplied; template shipped in the bundle). Look up the candidate's `jurisdiction`. If `unsolicited_feedback: deny` and `feedback_requested: false`, halt specifics and switch to the generic-decline template at the top of `references/3-output-format.md`. Log the reason in the audit line.

The choice to gate on consent before pulling scorecards is deliberate: specifics drafted and then discarded still leave a model-call log entry with candidate-identifying scorecard text. Gating up front keeps the data-minimization story clean for GDPR Art. 5(1)(c).

### 2. Pull scorecards and (optional) transcript

Fetch all scorecards for `candidate_id` via the ATS API. Validate that every scorecard is signed-off (Ashby `submitted: true`, Greenhouse `status: complete`, Lever `state: completed`). Drop drafts. If the loop has fewer than two completed scorecards, halt — feedback synthesized from one interviewer's view is not feedback, it is an opinion, and exposes the firm to selective-evidence claims.

When `transcript_id` is provided, fetch the transcript bundle. The skill will cite scorecard claims against transcript turns in step 4.

### 3. Identify dimensions and evidence

For each rubric dimension, compute the cross-interviewer mean score and the standard deviation. Flag dimensions where:

- mean ≥ 4 (candidate strength, surface as the warm opening)
- mean ≤ 2 (candidate gap, candidate for feedback if safe)
- standard deviation ≥ 1.5 (interviewer disagreement — do NOT cite this dimension; the loop did not converge and the feedback would not survive a "but interviewer X scored me 5" challenge)

For each surfaced dimension, pull the verbatim evidence quotes from the scorecards (or transcript, when available). Every claim in the final draft must cite a verbatim string from the evidence pool. No verbatim string → the dimension is not surfaced.

The "no synthesis without verbatim citation" rule is the guard against false specifics. LLMs drafting feedback from scorecards will, without this rule, invent quotes that sound plausible — "the candidate struggled with system-design tradeoffs" — that no interviewer ever wrote. False specifics cited back to the candidate are how rejection-feedback workflows generate complaint emails.

### 4. Draft against the rubric-to-feedback mapping

Translate at most one strength and one gap into candidate-facing language using `references/1-rubric-to-feedback-mapping.md`. Cap at one of each so the draft does not read as a defensive list. Comparative ranking ("we had stronger candidates", "you were our second choice") is forbidden — the mapping file does not contain the language and step 5 greps it out.

For `route: call`, also draft recruiter-side talking points: bullet-point observations, the suggested phrasing for the gap, and two to three pre-prepared responses to likely candidate questions ("Was there anything I could have done differently?", "Will you keep me in mind for future roles?", "Can I get a second look?").

### 5. Bias and false-specifics screening

Grep the draft against `references/2-banned-phrase-blocklist.md`. Any hit halts the run with the offending string surfaced. Then verify that every specific claim in the draft maps back to a verbatim evidence string from step 3 — if a claim has no source, halt.

This is a separate pass from step 4 by design. The screening pass sees only the draft text, with no awareness of the underlying scorecards, so it cannot rationalize a banned phrase as "but the interviewer meant X".

### 6. Write to disk and audit log

Write the draft to `drafts/<candidate-id>.md` per the format in `references/3-output-format.md`. Write the call notes (if applicable) to `drafts/<candidate-id>-call-notes.md`. Append one JSONL line to `audit/<YYYY-MM>.jsonl` containing: `run_id`, `candidate_id_hash` (SHA-256, not raw ID), `role_id`, `jurisdiction`, `feedback_requested`, `route`, `rubric_sha256`, `dimensions_surfaced`, `blocklist_hits` (zero on success), `model_id`, `timestamp`. No candidate-identifying free text in this line.

Surface the path to the recruiter and exit. The recruiter reviews, edits, and sends from the ATS or their own outbox.

## Output format

Literal example of the email draft the skill writes to `drafts/<candidate-id>.md` for a candidate who reached an onsite for a Senior Backend Engineer role and explicitly requested feedback:

```markdown
Subject: Update on your Senior Backend Engineer interview at Acme

Hi Jamie,

Thank you for the time you invested in our interview process — the
take-home, the system-design loop, and the conversations with the
team. We appreciated the care you put into each stage.

After the team's debrief, we have decided not to move forward with
your candidacy for this role.

You asked for feedback, so here is what stood out from the loop:

- **What went well.** Your take-home submission was clear, well-tested,
  and included a thoughtful note on the failure-mode tradeoffs. Two
  interviewers cited the test coverage specifically.

- **Where the team landed differently.** In the system-design round,
  the discussion of consistency-vs-availability tradeoffs at the
  database layer did not surface the read-replica option that the
  role frequently requires reasoning about. This was the dimension
  that drove the team's decision.

This feedback is specific to the loop you ran with us; it is not a
ranking against other candidates and it is not a comment on your
overall engineering ability.

If a future role at Acme matches your background, we would welcome
your application.

Best,
{Recruiter name}
```

Literal example of the recruiter call-notes file written to `drafts/<candidate-id>-call-notes.md`:

```markdown
# Call notes — Jamie L. (Senior Backend Engineer)

## Frame
- Open with thanks for the time invested.
- Lead with the take-home strength (specific: test coverage note).
- Single gap: system-design read-replica reasoning. One sentence,
  no piling on.

## Suggested phrasing for the gap
"In the system-design conversation, the team was looking for the
read-replica option as part of the consistency-availability tradeoff,
and that did not come up. That was the dimension that drove the
decision for this specific role."

## Likely candidate questions

Q: "Was there anything I could have done differently?"
A: Acknowledge the question. Refer back to the single gap. Do NOT
add new feedback dimensions on the call — anything not in the
written draft is off-script and creates inconsistency risk.

Q: "Will you keep me in mind for future roles?"
A: Yes if true; specifics on what kind of role. Do NOT promise a
timeline.

Q: "Can I get a second-look interview?"
A: No. The decision is final. The recruiter reiterates appreciation
and closes.

## Off-script
If the candidate raises a discrimination concern, comparative-ranking
question, or accommodation issue, the recruiter says "let me come
back to you on that" and routes to HR / counsel. The recruiter does
NOT improvise an answer.
```

Literal example of the routing recommendation appended to the draft file:

```markdown
---
Routing: call (stage: onsite, seniority: senior, prior referrer: yes)
Recruiter review required before send.
```

## Watch-outs

- **EEOC-implicating language.** *Guard:* the banned-phrase blocklist in `references/2-banned-phrase-blocklist.md` runs as a separate pass in step 5, with no awareness of the underlying scorecards, so it cannot rationalize a hit. Any hit halts the run with the offending string surfaced. Do not edit the blocklist to make a draft pass — fix the rubric or the scorecard language instead.
- **False specifics from the LLM.** *Guard:* the "no synthesis without verbatim citation" rule in step 3. Every claim in the draft must trace to a verbatim string from a signed-off scorecard or transcript. No verbatim string → the dimension is not surfaced. This is the guard against the most common failure mode of LLM-drafted feedback — plausible-sounding quotes that no interviewer actually wrote.
- **Comparative ranking language.** *Guard:* the rubric-to-feedback mapping in `references/1-rubric-to-feedback-mapping.md` does not contain comparative phrasing ("stronger candidates", "second choice"), and the blocklist in step 5 catches it if it slips in. Comparative ranking is what turns a constructive rejection into a Glassdoor post.
- **Selective-evidence risk.** *Guard:* step 2 halts if the loop has under two signed-off scorecards. Step 3 refuses to surface dimensions with cross-interviewer standard deviation at or above 1.5 — interviewer disagreement does not become candidate feedback.
- **Auto-send drift.** *Guard:* the skill defines no `send` action. Drafts are written to `drafts/<candidate-id>.md` for the recruiter to review, edit, and send from the ATS outbox. AI-drafted-and-sent rejection feedback without review damages [candidate experience](/en/learn/candidate-experience/) and produces incidents.
- **PII in the audit log.** *Guard:* step 6 writes only `candidate_id_hash` (SHA-256), never the raw candidate ID, name, or scorecard text. The audit line is for run reproducibility, not candidate data retention.
- **Generic boilerplate harm.** *Guard:* if step 3 cannot surface a rubric dimension that has both mean ≤ 2 and a verbatim evidence string, the skill writes the generic-decline template from `references/3-output-format.md` rather than synthesizing weak specifics. Generic decline is honest; weak specifics are worse than no specifics.

# Rubric-to-feedback mapping — TEMPLATE

> Replace this template with your team's approved candidate-facing
> phrasing per rubric dimension. The rejection-feedback skill reads
> this file in step 4 to translate scorecard language (which is
> internal, often blunt) into candidate-facing language (which must
> be specific, evidence-grounded, and EEOC-safe). Without this file
> the skill will not draft specifics — it falls back to the generic
> decline template.

## How this file is used

The skill matches each surfaced dimension (from step 3) against the `dimension_id` below, then uses the `candidate_facing_phrasing` template, substituting in the verbatim evidence string from the scorecard or transcript.

If a dimension is surfaced by step 3 but has no entry below, the skill will NOT draft specifics for it — the dimension is dropped. This forces the team to deliberate on candidate-facing phrasing once, in writing, rather than letting the LLM improvise per run.

## Dimension entries

### dimension_id: technical_depth

**internal_label**: Technical depth (1-5)

**rubric_anchors**:

- 5: Reasons fluently across multiple layers of the stack; explores tradeoffs unprompted.
- 4: Reasons clearly within their primary layer; surfaces tradeoffs when asked.
- 3: Recalls correct patterns; tradeoff reasoning needs prompting.
- 2: Recalls patterns inconsistently; tradeoff reasoning absent or shallow.
- 1: Patterns incorrect or contradicted under follow-up.

**candidate_facing_phrasing** (used for mean ≤ 2):

```
In the {round_name} round, the team was looking for {specific_topic}
as part of {specific_decision_context}, and that did not come up.
That was the dimension that drove the decision for this specific
role.
```

Substitution sources:
- `{round_name}` → from scorecard `interview_round` field
- `{specific_topic}` → from `references/2-banned-phrase-blocklist.md` approved-topics list (NEVER free-text from the LLM)
- `{specific_decision_context}` → from rubric anchor text

**candidate_facing_phrasing** (used for mean ≥ 4, opening only):

```
{Strength_observation}. {Interviewer_count_phrase} cited
{specific_evidence} specifically.
```

---

### dimension_id: system_design

**internal_label**: System design (1-5)

**rubric_anchors**:

- 5: Drives the design conversation; surfaces consistency, availability, and operational tradeoffs unprompted.
- 4: Engages with tradeoffs when prompted; covers most major axes.
- 3: Engages with tradeoffs when prompted; covers one or two axes.
- 2: Tradeoff reasoning shallow; misses major axes that the role requires.
- 1: Cannot construct a system that meets the stated requirements.

**candidate_facing_phrasing** (used for mean ≤ 2):

Same template as `technical_depth`.

---

### dimension_id: collaboration

**internal_label**: Collaboration (1-5)

**rubric_anchors**:

- 5: Specific examples of cross-functional work, named tradeoffs, named outcomes.
- 4: Specific examples, less explicit on tradeoff reasoning.
- 3: General examples, no specifics on tradeoffs or outcomes.
- 2: Vague examples or examples that do not show collaboration evidence.
- 1: No relevant examples surfaced.

**candidate_facing_phrasing** (used for mean ≤ 2):

Same template as `technical_depth`. **Constraint:** never use the words "communication", "fit", "soft skills", or "executive presence" in the candidate-facing draft for this dimension. Those terms are on the banned-phrase blocklist because they correlate with bias claims.

---

## Constraints across all dimensions

- One strength and one gap per draft, maximum. The skill caps at one of each in step 4.
- Every substitution slot is filled from a structured field (scorecard, transcript, rubric anchor) or from the approved-topics list. The LLM never free-texts a substitution value.
- Comparative ranking is not in this file and is on the blocklist. If you find yourself adding "vs other candidates" phrasing, stop and revisit the rubric anchors instead.
- Update this file when the team revises rubric anchors. The skill's audit log captures `rubric_sha256` per run, so revisions are visible in retro.

## Last edited

{YYYY-MM-DD}

# Banned-phrase blocklist

> The rejection-feedback skill greps the final draft against every
> pattern below in step 5 (bias and false-specifics screening). Any
> hit halts the run with the offending string surfaced. Do NOT edit
> this file to make a draft pass — fix the rubric, the scorecard
> language, or the rubric-to-feedback mapping instead.

## A. EEOC-implicating language

A1. **Protected-class proxies.** Any of the following terms or patterns in the draft halts the run:

- `culture fit`, `cultural fit`, `culture add` (without an accompanying behavioral-anchor citation)
- `team fit`, `not a fit` (when used as the substantive reason)
- `personality`, `chemistry`, `vibes`
- `executive presence`, `leadership presence`, `gravitas`
- `polish`, `polished`, `lacks polish`
- `aggressive`, `abrasive`, `pushy` (gendered descriptors)
- `soft`, `nice`, `quiet`, `meek` (inverse gendered descriptors)
- `mature`, `seasoned`, `young`, `energetic`, `digital native` (age proxies)
- `accent`, `articulate`, `well-spoken` (national-origin proxies)
- `family`, `kids`, `pregnant`, `maternity`, `paternity`, `parental` (family-status proxies)
- `accommodation`, `disability`, `health` (any reference to accommodation discussions in the rejection text)
- `religion`, `church`, `prayer`
- `marital`, `married`, `single`
- `name origin`, `surname` (any commentary on the candidate's name)
- `school`, `university`, `Ivy`, `tier-1`, `top-N` (when used as the substantive reason — schools may appear in factual context but not as the rejection driver)

A2. **Comparative ranking language.** Halts the run:

- `stronger candidates`, `better candidates`, `more qualified`
- `second choice`, `runner-up`, `not the top choice`
- `closer fit elsewhere`, `closer match`
- `pool was strong`, `competitive pool`
- `we found someone`, `we hired someone`, `the role is filled` (these belong in a separate sentence about the role status, not framed as a candidate ranking)
- Any phrase that implies a relative ordering of the candidate against unnamed others.

A3. **Defamation-risk language.** Halts the run:

- `dishonest`, `misleading`, `lied`, `lying`
- `unprepared`, `did not try`, `did not care`
- `arrogant`, `entitled`, `difficult`
- `concerning`, `red flag`, `worrying`
- Any subjective-character claim that could be cited against the firm in a defamation action.

## B. False-specifics patterns

B1. **Quote markers without source.** Halts the run if the draft contains any quoted string (`"…"` or `'…'`) that does not appear verbatim in the scorecard or transcript pool from step 2.

B2. **Numeric claims without source.** Halts if the draft contains a numeric claim (`scored X`, `Y out of Z`, `X% of`) — interview scores are internal calibration data, not candidate-facing content.

B3. **Interviewer-identifying claims.** Halts if the draft names an interviewer, references an interviewer's role beyond the generic "the team", or attributes a quote to a specific person. Interviewer identities are protected and naming them creates retaliation risk.

B4. **Round-identifying claims that could not have happened.** Halts if the draft references a round (`take-home`, `system design`, `behavioral`, `pair programming`) that is not present in the scorecard set for this candidate. The skill validates round names against the loop's actual structure.

## C. Process-risk language

C1. **Promises about the future.** Halts the run:

- `we will reach out`, `we'll be in touch`, `next time`
- `definitely apply again`, `you will get an offer`
- `keep your resume on file` (varies by jurisdiction whether this is permissible — neutral phrasing is "we welcome a future application")
- Any timeline commitment.

C2. **Process-improvement requests from the candidate.** Halts if the draft asks the candidate for feedback, a referral, or a testimonial. Reverse asks in a rejection email are an EEOC-witness-statement risk and a candidate-experience harm.

C3. **Unsolicited specifics in deny-jurisdiction cases.** The skill's step 1 should have caught this, but as a defense-in-depth check: if the run's `jurisdiction_policy` returned `unsolicited_feedback: deny` and `feedback_requested: false`, the draft must match the generic-decline template byte-for-byte. Any deviation halts.

## D. Approved-topics list (positive list, used by step 4)

The rubric-to-feedback mapping's `{specific_topic}` substitution slot pulls from this list. The LLM never free-texts a topic string.

- `consistency-availability tradeoffs`
- `read-replica reasoning`
- `caching layer reasoning`
- `failure-mode reasoning`
- `test coverage`
- `error-handling specificity`
- `data-modeling tradeoffs`
- `query-pattern reasoning`
- `migration sequencing`
- `deployment sequencing`
- `cross-team coordination examples`
- `tradeoff reasoning under time pressure`

Add to this list only after team review. Topics added here are permitted to appear in candidate-facing drafts.

## E. Maintenance

This file is version-controlled. The skill captures the SHA-256 of this file in the audit log per run, so the blocklist used on a given date is reproducible. If a candidate raises a claim against a specific draft, the audit log answers "was the blocklist of date X in effect at the time of the draft" — yes or no, no judgment call.

## Last edited

{YYYY-MM-DD}

# Output format

> The rejection-feedback skill writes drafts in exactly the formats
> below. The recruiter reviews and edits in their own outbox or in
> the ATS; the skill never sends.

## Routing rules

The skill picks a route per the matrix below. The recruiter can override.

| Stage reached | Seniority | feedback_requested | Default route |
|---|---|---|---|
| onsite | senior+ | true | call |
| onsite | senior+ | false | email (generic if jurisdiction denies) |
| onsite | mid / junior | true | email (specific) |
| onsite | mid / junior | false | email (generic) |
| final loop | any | any | call (overrides above) |
| referred-by-VIP | any | any | call (recruiter judgment) |
| earlier than onsite | any | any | OUT OF SCOPE — use templated decline |

`senior+` = staff, principal, manager, director. `referred-by-VIP` = candidate has a `referrer_priority: high` flag in the ATS.

## Email format — specific feedback (consent + safe jurisdiction)

```markdown
Subject: Update on your {role_title} interview at {company_name}

Hi {candidate_first_name},

Thank you for the time you invested in our interview process — the
{round_1_label}, {round_2_label}, and the conversations with the
team. We appreciated the care you put into each stage.

After the team's debrief, we have decided not to move forward with
your candidacy for this role.

You asked for feedback, so here is what stood out from the loop:

- **What went well.** {strength_phrasing_from_mapping}.

- **Where the team landed differently.** {gap_phrasing_from_mapping}.
  This was the dimension that drove the team's decision.

This feedback is specific to the loop you ran with us; it is not a
ranking against other candidates and it is not a comment on your
overall engineering ability.

If a future role at {company_name} matches your background, we would
welcome your application.

Best,
{recruiter_first_name}
```

Constraints baked into this template:

- One strength, one gap. No more.
- The phrase "not a ranking against other candidates" is mandatory, because it pre-empts the most common candidate response loop ("how did I compare").
- The phrase "not a comment on your overall engineering ability" is mandatory, because it isolates the feedback to this loop and pre-empts the "you said I am bad at engineering" escalation.
- "We would welcome your application" — neutral future language. Not "we will reach out", not "next time".

## Email format — generic decline (deny jurisdiction OR no consent OR no surfacable specific)

```markdown
Subject: Update on your {role_title} interview at {company_name}

Hi {candidate_first_name},

Thank you for the time you invested in our interview process. We
appreciated the care you put into each stage.

After the team's debrief, we have decided not to move forward with
your candidacy for this role.

If a future role at {company_name} matches your background, we
would welcome your application.

Best,
{recruiter_first_name}
```

This is the safe default. The skill writes this template byte-for-byte when:

- `jurisdiction_policy` returned `unsolicited_feedback: deny` and `feedback_requested: false`
- step 3 surfaced no rubric dimension with both `mean ≤ 2` AND a verbatim evidence string
- a legal flag on the candidate file is present
- the loop has under two signed-off scorecards

Generic decline is honest. Weak specifics are worse than no specifics.

## Call-notes format

```markdown
# Call notes — {candidate_first_name} {candidate_last_initial}. ({role_title})

## Frame
- Open with thanks for the time invested.
- Lead with the strength: {strength_phrasing_from_mapping}.
- Single gap: {gap_topic_from_approved_list}. One sentence, no piling
  on.

## Suggested phrasing for the gap

"{gap_phrasing_from_mapping}"

## Likely candidate questions

Q: "Was there anything I could have done differently?"
A: Acknowledge the question. Refer back to the single gap. Do NOT
add new feedback dimensions on the call — anything not in the
written draft is off-script and creates inconsistency risk.

Q: "Will you keep me in mind for future roles?"
A: Yes if true; specifics on what kind of role. Do NOT promise a
timeline.

Q: "Can I get a second-look interview?"
A: No. The decision is final. The recruiter reiterates appreciation
and closes.

Q: "Who else interviewed?"
A: Decline. Interviewer identities are protected. "I cannot share
that, but I can tell you the team weighed the input from every
round."

Q: "What did interviewer X think?"
A: Decline. Same reason. "I cannot break out individual scores; the
decision was a team decision."

## Off-script

If the candidate raises a discrimination concern, comparative-ranking
question, or accommodation issue, the recruiter says "let me come
back to you on that" and routes to HR / counsel. The recruiter does
NOT improvise an answer.

## Call duration target

10-15 minutes. Past 20 minutes, the call is no longer feedback —
it is an extended negotiation about the decision, and that is not
a useful place to be.
```

## Audit-log line format

One JSON object per line in `audit/<YYYY-MM>.jsonl`:

```json
{
  "run_id": "uuid-v4",
  "candidate_id_hash": "sha256-of-candidate-id",
  "role_id": "role-slug",
  "jurisdiction": "US-CA",
  "feedback_requested": true,
  "route": "email",
  "rubric_sha256": "abcdef...",
  "blocklist_sha256": "abcdef...",
  "mapping_sha256": "abcdef...",
  "dimensions_surfaced": ["technical_depth"],
  "blocklist_hits": 0,
  "model_id": "claude-sonnet-4-5",
  "timestamp": "2026-05-03T14:00:00Z"
}
```

No raw candidate ID, no candidate name, no scorecard text, no draft text. The audit log is for run reproducibility, not data retention. Candidate-facing drafts live in `drafts/<id>.md` under the recruiter's own retention policy.

## Last edited

{YYYY-MM-DD}