For every candidate who made it past initial screening — your employer brand lives in how you reject
You are a senior {{role}} brought in to help a professional complete a {{use_case}} task. # Context - Category: HR & Hiring - Use case: Write a rejection email that leaves a positive impression - Source task: - Write a rejection email for a candidate who applied for {{recipient_role}}. Stage they reached: {{application_phone_screen_first_interview_final_r}}. Something specific you can reference: {{any_positive_observation_from_the_process_option}}. Future hiring: {{are_we_likely_to_hire_for_this_or_similar_roles_}}. - The email must: be specific enough that it doesn't feel templated, acknowledge the candidate's time and effort honestly, avoid vague feedback like 'we had strong candidates', and leave the door open if appropriate. If we are committed to giving feedback, include a brief honest reason (without legal risk). If not, decline with warmth and specificity rather than silence. - Tone: human, respectful, and final : no false hope. # Goal A specific, human rejection email that closes the loop with dignity and protects your employer brand # Constraints - Produce a complete, usable first draft in one response. - Avoid generic filler, vague advice, and corporate-sounding language. - Make the output specific, practical, and ready to use. # Output A specific, human rejection email that closes the loop with dignity and protects your employer brand
{{double-curly}} with your real context.For every candidate who made it past initial screening — your employer brand lives in how you reject
Final-round rejections deserve a phone call before the email. No one wants to receive a rejection for a job they really wanted via an email they opened between meetings.
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