.png){kind=avatar}
When interviewers don't leave enough feedback, follow up directly with a specific ask rather than a generic reminder—and if you're not getting a response, send them the recording and transcription so they can write from the conversation rather than from memory. If feedback is still missing going into the debrief, name the gap explicitly rather than proceeding as if the picture is complete.
Missing feedback is rarely deliberate. Writing a thorough assessment takes real effort, it's low on the priority list compared to the interview itself, and the debrief has a way of arriving before people get around to it—even when a recruiter is actively following up.
If you need feedback before a debrief and haven't gotten it, follow up directly—a personal message lands better than an automated reminder. If you're still not getting a response, send them the recording link and transcription with a specific ask: review the conversation, then fill out your feedback based on what's there. Having the conversation in front of them produces far more useful output than them trying to write from memory days later.
If feedback is missing entirely and can't be recovered, say so in the debrief. A hiring decision made with acknowledged gaps is better than one made as if the evidence is complete when it isn't.
Research from Textio found that women candidates are more likely than men to have no documented feedback whatsoever—even though interviewers on average write more words about women candidates than men. Missing feedback isn't evenly distributed, and the candidates most likely to fall through the cracks aren't random.
The teams that consistently get useful feedback from every interviewer tend to have a few things in common: interviewers know their competency assignments before the interview starts, feedback is expected the same day, and submitting it is easy enough that it doesn't feel like a separate project.
Same-day feedback norms matter more than most teams realize. The difference in recall between two hours after a conversation and two days after is significant—and "I'll do it tomorrow" usually means the debrief arrives before the feedback does.
Lavalier addresses the problem at the source: Live Guidance captures AI notes and evidence against assigned competencies during the interview itself, and automatically generates feedback after the conversation wraps. Interviewers aren't starting from a blank page; they're reviewing and confirming what was already captured. Candidate Compare then pulls that feedback into candidate briefs and qualifications data the hiring team can actually use in a debrief.
The Lavalier interview intelligence system is free to get started. See how it could change the way your team collects and uses interview feedback. Try it on your next role →
