40+ Interview Feedback Examples, Tips, and AI to Improve Hiring

40+ Interview Feedback Examples

Now that the theory is settled, I suggest that we answer the main question: What are the effective examples of interview feedback comments? In this section, we will review over 40 samples with variables to help you customize each to your needs and candidates. Let’s get started, shall we?

Positive Interview Feedback Examples

Below, you will find 20 examples of positive feedback for candidates after their interviews based on the skill.

Positive Interview Feedback on Technical Expertise

1. “You connected [Team Dependencies] to a concrete [Risk Details] and explained how you’d track and mitigate it. Your risk matrix example also showed the level of reporting skills we expect from a [Role Name].”
2. “Your proficiency with [Tool Name] exceeded our expectations for [Role Level].”
3. “During the [Technical Exercise], you identified [Issue Name] and proposed [Solution Name] that addressed both [Key Point 1] and [Key Point 2].”
4. “Your [Activity] demonstrated strong attention to detail, which is mandatory for [Role Name] in our company.”
5. “The way you approached [Task Name] showed mastery of [Skill Name] that we rarely see at [Experience Level].”

Positive Interview Feedback on Problem-Solving

1. “You broke down [Problem Name] into [Components], demonstrating strong strategic thinking skills.”
2. “The [Team Name] loved how you questioned your own assumptions during [Exercise], especially when [Specific Moment] wouldn’t work.”
3. “Your [Specific Technique] is exactly how our [Senior Consultants] approach these challenges.”
4. “We were impressed by how you handled our pushback and revised your thinking when you received new information. The logic you used to get from [Problem Name] to [Solution] was airtight.”
5.  “You quickly adjusted your pace when [Team Member Name] asked questions and professionally tied everything back to [Outcome Details].”

Positive Interview Feedback on Communication Skills

1.  “You read the room well. When [Team Member Name] looked confused about [Concept], you immediately adjusted your approach by [Specific Action].”
2.  “You acknowledged the client’s [Perspective Details], explained your [Reasoning], and found common ground without being defensive. This [Approach Name] is exactly what [Role Name] requires.”
3.  “We could tell you’ve presented to [Audience Name] before based on how you structured your responses. This executive communication maturity is ahead of your [Role Level].”

Positive Interview Feedback on Culture Fit

1.  “The way you described your ideal work environment matches the way we operate daily. When you mentioned [Problem Name], you identified the exact inefficiency our culture was designed to solve.”
2.  “The questions you asked about [Cultural Element] showed you’ve really thought this through. Additionally, your questions about [Particular Aspect] highlighted that you’ve worked in [Work Environment Type] before.”
3. “During [Exercise Type], you chose to [Behavior] instead of [Alternative Behavior], which is exactly how we think about [Cultural Principle].”
4. “When talking about [Scenario A] and [Scenario B], you naturally showed [Behavior]. This consistency confirms it’s the way you approach [Case Details], which aligns with our culture.”

Positive Interview Feedback on Collaboration Skills

1.  “When we asked about [Disagreement Scenario], your response focused on understanding why [Stakeholder] wanted [Approach Name] before pushing your alternative. You described [Specific Action] rather than advocating harder for your position.”
2.  “Your question during [Team Discussion] changed the direction entirely. You identified the [Risk] that others missed, voiced it respectfully, and the group corrected their course.”
3.  “Your approach to [Group Task] balanced assertiveness with receptivity really well. This intellectual flexibility in real-time collaboration is what makes [Team Dynamics] productive.”

Negative Interview Feedback Examples

Now that the positive candidate interview feedback is covered, I suggest that we move to the less engaging part and review comments on negative results. I have prepared another list of 20+ samples with variables that can give you an idea of the information candidates may need.

Negative Interview Feedback on Technical Expertise

1.  “You missed [Technical Detail] during [Task Name] that would have caused [Specific Problem] in production. Specifically, when you built [Deliverable], you didn’t account for [Case Details]. For [Role Name], this is a core requirement.”
2. “Your [Skill Name] is at [Level], but this position requires [Level]. We believe that building experience with [Specific Area] would make you more competitive.”
3.  “Your technical explanation during [Discussion Topic] used correct terminology but revealed conceptual gaps. When we asked [Question] about [Issue Name], your answer showed [Actual Response] rather than [Expected Response].”
4.  “During [Discussion], you recommended [Technology] for [Scenario], where [Alternative] would be more appropriate.”

Negative Interview Feedback on Problem-Solving

1. “When [Problem Name] had multiple possible causes, you seemed focused only on [Hypothesis] and built your entire solution around it. However, you didn’t explore [Alternative Explanation] that could equally explain [Outcome].”
2. “Your solution to [Challenge] was [Negative Result] for what we actually needed. You proposed [Solution Details] when [ Alternative Approach] would have delivered [Outcome] in [Time/Cost].”
3. “During [Case Study], you started with [Approach A], switched to [Approach B], then mentioned [Approach C]. However, you did not explain why you abandoned the others.”
4. “You described [Problem] accurately, but your solution addressed [Point 1] and [Point 2] rather than [Expected Result].”

Negative Interview Feedback on Communication Skills

1. In [Discussion], you didn’t adjust pace or clarify [Topic] when we looked confused or asked follow-ups. A quick check-in would have helped you keep the room.
2. “When we challenged your [Idea Name] during [Discussion], your tone shifted from collaborative to [Negative Pattern]. You began justifying your point [Negative Behavior], making it hard to explore alternatives.”
3. “You spoke over [Team Member] twice during [Exercise Name] without noticing they were trying to contribute.”
4.  “In [Scenario], you didn’t separate facts from assumptions. Unfortunately, it made it hard to understand what you knew vs. what you were inferring about [Problem details].”
5. “Your explanation of [Topic] had detail, but no clear headline. When you finished, we were still unsure of your final position on [Decision] and what you’d do first.”

Negative Interview Feedback on Culture Fit

1.  “You described a strong preference for [Process] and seemed reluctant to adapt when we shared how our workflow changes across projects. In our culture, [Quality] matters more than [Quality].”
2.  “When we offered feedback on [Approach], you acknowledged it but didn’t integrate it into the next steps. In our culture, we look for [Role Name] who can adjust.”
3.  “When we asked about a past setback in [Project Workstream], your answers avoided specifics. We value candor around mistakes and learning.”
4.  “In [Exercise], you focused on [Aspect 1] rather than [Aspect 2]. We rely on collaborative problem-solving, especially in cross-functional settings.”

Negative Interview Feedback on Collaboration Skills

1.  “When [Teammate Name] suggested [Idea], you used it in your solution but didn’t acknowledge [Key Point]. It may appear small, but it negatively influences trust and how people at [Company Name] collaborate.”
2.   “You kept the same communication style even when [Partner] needed a different level of detail. Strong collaborators adjust and add a summary for [Audience].”
3.  “When we role-played with [Team Member name], you didn’t reflect their concerns. It is important that a professional on [Role Name] understands priorities before pushing decisions through.”
4.  “During [Session Name], you shared solid ideas, but you didn’t structure the conversation. There was no clear meeting agenda, timeboxing, or closing with owners.”
5.  “Your message wasn’t structured for [Target Audience], so [Team Member Name] had to interpret what mattered. Collaborative communication should be [Quality 1], [Quality 2], and [Quality 3].”

How Can AI Help Automate Interview Feedback?

Let’s talk about cognitive overload during interviews. Professional recruiters often listen to a candidate explain their achievements while simultaneously trying to capture their approach, consider cultural fit, and plan their next question. As a result, specifics often go unnoticed, and at the end of the day, there is no evidence to support hiring decisions. Recruiters cannot provide rejected candidates with constructive feedback, which damages your employer brand and job search experience. Additionally, the talent pipeline loses its value as vague notes fail to showcase each candidate’s strengths. Fortunately, it is nothing an advanced meeting assistant, such as Sembly, cannot fix.

Trusted by over 2,000 professional teams, Sembly captures and analyzes conversations to help recruiters identify and communicate with top talent. It can evaluate each candidate against the company’s culture and job requirements, as well as help recruiters find specific cases from the interview to strengthen their feedback. 

Here are the best prompts you can use:

1. “Identify every example where [Candidate Name] discussed leading projects. For each example, extract: the project scope, their specific role and responsibilities, challenges, actions they took, and outcomes.”
2. “Analyze [Candidate Name] responses for evidence of [Company Values]. Provide specific quotes where they demonstrated [Quality 1], [Quality 2], and [Quality 3]. Also note any examples where they deflected [Point 1] pr [Point 2].”
3. “Compare how [Candidate A], [Candidate B], and [Candidate C] each answered the question about [Topic]. Summarize each person’s approach, identify key differences, and note which response demonstrated the most [Quality].”