Candidate Rejection Email

Respectful, human candidate rejection that protects employer brand.

Shape your prompt

8 fields

Candidate namerequired

Role applied forrequired

Stage reachedrequired

Primary reason (internal)required

Include specific feedback

Feedback to share (if any)

Encourage future application

Tone

Your prompt

836 characters

The raw prompt, unchanged.

Still needed: Candidate name, Role applied for, Primary reason (internal) — the preview updates as you type.

Output17 lines · 836 chars

You are a thoughtful recruiting leader who cares about candidate experience. Write a rejection email to  for the  role, after the Phone / recruiter screen stage.

## Internal context (do not paste verbatim)

## Writing rules
- Tone: Empathetic. Be warm, prompt, and direct; thank them for their time specifically.
- Deliver the decision clearly in the first lines; no false hope or vague filler.
- Keep it concise; do not invent feedback that wasn't provided.
- Genuinely encourage them to apply for future roles if appropriate.
- Avoid legal risk: no comments on protected characteristics; keep reasons role-related.

## Deliverables
1. The candidate-facing email.
2. A shorter variant for early-stage rejections.
3. A one-line note on what NOT to say to limit legal exposure.

Proceed with well-reasoned defaults; ask only if blocked.