So, good article, but another point occurred to me while reading it that wasn't covered. I think that writing a good email explaining the rejection, might be a good exercise for the company doing the rejecting. "Well, why are we rejecting this person, exactly?" Of course, this will only be true if the email is honest (if diplomatic). It could serve as an institutionalized review of whether candidates are getting rejected for the right reason. Building feedback loops into a company's internal process can be a very powerful thing, even when there's no bonus or penalty involved for the person doing the writing.

I wonder, does Triplebyte have any kind of annual summary of why candidates are getting rejected?