Interview Feedback Form – Master Template

Section A – Candidate & Interview Details

When to Fill: Every interviewer fills this, regardless of stage.

Instructions:

Write basic details so HR can match feedback to the correct candidate and interview round.

Fields:

• Candidate Name: ________________________
• Role Applied For: ________________________
• Interview Stage: (Screening / Technical / Managerial / HR-Final)
• Date: ________________________
• Interviewer Name: ________________________

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Section C – Stage-Specific Evaluation

When to Fill: Only fill the part that matches your interview stage.

Choose the section below based on the stage you’re conducting. Ignore the others.

1. Screening Stage (TA / HR)

Focus: Motivation, interest, and basic fit.

Instructions:

• Use this in the first call/interaction.
• Keep it short — check if the candidate is worth moving forward.
• Rate 1–5, or N/A if not relevant. Always add a short note.

Screening Criteria	What to Look For	Rating (1–5 / N/A)	Comments
Motivation	Why do they want this role/company? Is the answer thoughtful or generic?	☐1–5 ☐N/A
Role Fit	Do their skills/experience match the JD basics?	☐1–5 ☐N/A
Communication (Initial Check)	Can they hold a professional conversation?	☐1–5 ☐N/A
Career Alignment	Does this role make sense in their career story?	☐1–5 ☐N/A

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2. Technical Stage (Department SMEs)

Focus: Role-specific technical/functional depth.

Instructions:

• Use the role-specific rubric insert (Development, QA, Design, PM, Sales, etc.).
• Don’t judge behavior here — focus on skills and problem-solving.
• If unsure, select N/A instead of guessing.

Example Insert – Backend Developer:

Technical Criteria	What to Look For	Rating (1–5 / N/A)	Comments
Coding & Logic	Did they solve problems correctly and efficiently?	☐1–5 ☐N/A
System Design	Can they design scalable solutions?	☐1–5 ☐N/A
API & Database Knowledge	Do they understand integrations and queries?	☐1–5 ☐N/A
Debugging	How do they approach fixing issues?	☐1–5 ☐N/A

(Other roles → QA: Testing strategy, Sales: Pitching/Objection Handling, etc.)

3. Managerial Stage (Hiring Manager / Dept Head)

Focus: Leadership, ownership, and team dynamics.

Instructions:

• Assess how candidate will fit into the team and handle responsibility.
• Use real examples from their answers, not assumptions.

Managerial Criteria	What to Look For	Rating (1–5 / N/A)	Comments
Decision-Making	Did they explain how they make choices under pressure?	☐1–5 ☐N/A
Team Fit	Will they collaborate well with peers and juniors?	☐1–5 ☐N/A
Ownership & Accountability	Do they take responsibility for outcomes?	☐1–5 ☐N/A
Stakeholder Management	Can they handle clients/managers diplomatically?	☐1–5 ☐N/A

4. HR-Final Stage (HR / CHRO)

Focus: Cultural alignment, EVP, and long-term commitment.

Instructions:

• Confirm values, compensation, and commitment.
• Don’t re-test technical skills — focus on EVP alignment.

HR Criteria	What to Look For	Rating (1–5 / N/A)	Comments
Growth Alignment	Do they want to grow with us?	☐1–5 ☐N/A
Work-Life Balance Expectations	Are their expectations realistic?	☐1–5 ☐N/A
Compensation Fit	Do expectations match policy range?	☐1–5 ☐N/A
Long-Term Fit	Do they see themselves here beyond 1–2 years?	☐1–5 ☐N/A

Section D – Alignment with Company Values (EVP Pillars)

When to Fill: Every interviewer must fill this — regardless of stage.

This section checks if the candidate aligns with our core company values: Growth, Impact, Culture, Rewards, Balance.

Instructions:

• Think about what you observed during the conversation (attitude, examples shared, body language).
• Don’t guess — only rate if you saw a clear signal. If not, select N/A.
• For each pillar, mark Low / Medium / High and write a short note.

EVP Pillar	What to Look For	Alignment (Low / Medium / High / N/A)	Example Notes
Growth	Did the candidate show curiosity, willingness to learn, openness to feedback?	☐Low ☐Medium ☐High ☐N/A	“Asked about training opportunities.”
Impact	Did they talk about taking ownership, delivering outcomes, making a difference?	☐Low ☐Medium ☐High ☐N/A	“Explained how they improved a client process.”
Culture	Did they show collaboration, respect for others, positive team spirit?	☐Low ☐Medium ☐High ☐N/A	“Gave examples of helping teammates succeed.”
Rewards	Did they show drive for excellence, recognition, contributing to success?	☐Low ☐Medium ☐High ☐N/A	“Proud of a project where they exceeded targets.”
Balance	Did they demonstrate professionalism and realistic work-life expectations?	☐Low ☐Medium ☐High ☐N/A	“Discussed managing deadlines without burnout.”

Section E – Strengths & Concerns

When to Fill: Every interviewer fills this — regardless of stage.

This section captures your personal observations about the candidate beyond ratings.

Instructions:

• Be short and specific (1–2 lines each is enough).
• Focus on evidence you saw/heard, not assumptions.
• Avoid generic comments like “good candidate” or “not a fit.”

Fields:

• Key Strengths observed:
• (Examples: “Explained complex tech concepts simply,” “Handled client objection with confidence,” “Showed strong curiosity about product roadmap.”)
• Areas of Concern / Red Flags:
• (Examples: “Struggled to explain previous work clearly,” “Gave vague answers on problem ownership,” “Salary expectations much higher than band.”)

Section F – Overall Recommendation

When to Fill: Every interviewer fills this at the end of their stage.

This section forces a clear decision signal so candidates don’t get stuck in limbo.

Instructions:

• Select only one option below.
• Base your choice on the ratings + strengths/concerns you just filled, not gut feeling.
• If you’re unsure, choose Keep in Pipeline (don’t leave blank).
• Add a short justification (1–2 lines).

Options:

☐ Strong Hire – Candidate exceeded expectations in almost all areas; clear standout.

☐ Hire – Candidate met expectations; suitable for the role with minor gaps.

☐ Keep in Pipeline – Not the right fit for this role now, but promising for future roles.

☐ No Hire – Candidate does not meet requirements; not suitable for current or future roles.

Final Comments (mandatory – 1–2 lines):