>Actually, it's not that hard. You underestimate how lazy some companies are when it comes to non-billable hours/tasks. The question on their end is "why bothe

>Actually, it's not that hard. You underestimate how lazy some companies are when it comes to non-billable hours/tasks. The question on their end is "why bother, what's in it for us?". >Provided you have had a discussion with your team on why not to hire the candidate, it's easy to send them a short summary without revealing too much information. That's the problem, it's NOT easy to send feedback that's truthful yet at the same time is 100% iron clad against any potential expressions that might be interpreted as discriminatory. Engineers are not good at formulating such things and their bluntness is a liability. Which is why engineers are left with the technical part, and the final candidate-feedback communication and rejection is left to the HR who's main job is eliminating employee/candidate liability for the company, so they usually take the route that makes their job easier and send the same generic message to everyone, especially that in many companies HR is understaffed.