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by nine_k 526 days ago
> did not even provide feedback after a rejection

Years ago, when I was heavily involved in hiring, I asked our CTO whether we can provide feedback to rejected candidates, because it could benefit them. The CTO answered that it may become a legal quagmire if a candidate decides to sue due to perceived discrimination, or something, based on the feedback, even without any merit. The probability is very low but the downside is very bad. So we had to abstain from giving feedback :(
2 comments
CretinDesAlpes 526 days ago
How can you be discriminated on a technical level? Is there even a case of a candidate who sued a company at a technical stage we are aware of? This seems like a weak argument considering the hassle of time and potential legal fees, especially for someone who is looking for a job? Although I could understand why a candidate would try to bring a case like this in the US.

Anyhow, it's not even the feedback the problem, it is that I have enough work experience to understand some of those startups seem to operate on a thin line between what is a technical assignment related directly to their core tech and getting free consultancy. The least they could provide to candidates who have involved time is what was expected.

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bluGill 526 days ago
Just because it never happened doesn't mean it cannot.

Sure it is a weak argument, but when you get to cite that possibility and thus save 10 minutes of time creating more detailed feedback (which may or may not be used).

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SoftTalker 526 days ago
Yeah it's a variant on "anything you say can be used against you."

Any feedback you give can potentially be twisted to support some argument of unfair treatment. Even if it's frivolous, employers don't want to spend time dealing with that. So they just say nothing.

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