My thoughts are that companies don't receive any return in giving you feedback and it's easier to claim retaliation/fear/liability* as the reasoning for not doi

My thoughts are that companies don't receive any return in giving you feedback and it's easier to claim retaliation/fear/liability* as the reasoning for not doing it. I'm not sure why anyone thinks ghosting the person reduces their ability to retaliate. Maybe a company could ask a candidate to sign a NDA if they would like feedback otherwise let them know they may not hear back from you. I don't discount your situation above or pretend to know all the aspects, however objectively looking at it, blocking the persons email address would solve some of those issues. I assume most places do this. Noting that even if you didn't give them feedback, ghosted, or rejected them, they could have also sent numerous nasty emails anyway. I would like to see at some point some of the same professionalism, such as you show with your feedback to candidate's, from all companies that "evidently" have huge wishlists and want to hire professionals. * I haven't found any sites or papers that have tracked giving / not giving feedback to candidate's and the prospective results outside of anecdotal situations. * I did notice that some places such as Dragos do list feed back as part of the process. <https://www.dragos.com/blog/what-to-expect-when-interviewing-at-dragos/ https://www.dragos.com/blog/what-to-expect-when-interviewing...>