After a job rejection, most candidates do the same thing: they move on. They copy and paste their CV into the next application and hope the next one goes better. But that approach skips the most valuable data point in your job search.
The best way to get interview feedback is to ask for it. Specifically, professionally, and quickly. Here is exactly how to do it.
There are two main reasons. The first is pride — asking for feedback after a rejection can feel humiliating. The second is a misguided belief that recruiters won't respond. In reality, most recruiters are glad to give feedback when asked correctly. They simply don't send it unprompted.
According to Loopback data, 73% of feedback requests sent through a structured platform receive a response within 7 days.
Recruiters are time-poor. After rejecting a candidate, writing a thoughtful personalised response gets deprioritised. Add in legal concerns — some companies have policies against written feedback to avoid discrimination claims — and you understand why radio silence became the default.
Loopback solves this by giving recruiters a structured 60-second form. No free text required. It is faster, safer, and more useful than anything a recruiter would write from scratch.
If you're asking without Loopback, this message works:
Subject: Quick follow-up — [Your Name], [Role Title]
Hi [Recruiter's first name],
Thank you for letting me know. I really appreciated the opportunity and enjoyed learning about the team. If you're able to share any brief feedback on my performance, I'd be genuinely grateful — I'm always looking to improve.
Happy to keep it quick. Any insight at all would be useful.
Thanks again, [Your Name]
Short. Specific. No guilt. No desperation. This format has a meaningfully higher response rate than long emails that explain why feedback matters or why you are disappointed.
When you use Loopback, the platform sends this message on your behalf with a 60-second structured form attached. The recruiter rates you on Technical, Communication, Problem Solving, Culture Fit, and Leadership — no typing required. You get a score rather than ambiguous prose.
The difference is significant: structured feedback you can act on versus a polite "we went with someone who had more experience."
If you haven't heard back within five days, send one reminder. Just one. Keep it short:
"Hi [Name] — just checking in on the feedback request I sent last week. Totally fine if you're not able to — wanted to make sure it didn't get lost."
After two attempts with no response, move on. Some recruiters genuinely cannot give feedback due to company policy. Chasing beyond that point is counterproductive.
Read it twice before responding to it emotionally. Then look for specificity. Vague feedback ("we went with a stronger candidate") tells you almost nothing. Specific feedback ("your system design answers lacked depth in the data layer") tells you exactly what to practice.
If you've received feedback from three or more interviews, look for patterns. One recruiter mentioning communication is one data point. Three different companies mentioning it is a signal worth taking seriously.
Your Loopback profile builds automatically as feedback comes in. Over time, you can see your score improving — or identify which skills consistently hold you back.
How long should I wait before asking for feedback?
Within 24-48 hours is ideal. The recruiter's memory is freshest immediately after the process ends. Waiting a week significantly reduces your response rate.
Is it unprofessional to ask for feedback?
Not at all. Asking for feedback professionally is a sign of self-awareness and growth mindset. Most recruiters respect it.
What if the recruiter doesn't respond?
Send one polite follow-up after five days. If there's still no response, accept that the company policy or recruiter's workload made it impossible. Move on without burning the relationship.