So fun fact, we built this feature as a pretty low-grade experiment, but when we ran it by actual users we got such a positive response that we ended up putting it at the top of our new front page.
Like you, we thought (correctly, as it turns out) that it would appeal to people early in their career. What surprised us is that very senior engineers also told us they loved it - we didn't think it was as much of a concern for them, but sometimes your users surprise you.
It's also a great example of how obvious low-hanging fruit gets missed until you start thinking strictly about "what can we do to make job seekers' lives better?". It's not a particularly innovative or difficult feature, and yet major job sites with a dozen times our engineering resources still haven't done it.
It's ridiculous. You can go through a couple screens, 5 coding interviews, and the end is just a "no" due to liability reasons. Literally zero information about why you didn't get an offer or if you were even close.
The last time I was a hiring manager, I committed to giving feedback to anyone I rejected after the very first screening step. This was about 25-30% of applicants, which (even for a role in considerably less demand than engineering jobs) ended up being many dozens of emails. It was a giant pain in the ass - and it's pretty emotionally draining because you're turning down people who would really, really benefit from getting hired. I did it anyway, because I'd promised to, but it was not fun.
It might not be fun but it is definitely good for your brand. In the last few years, I have interviewed at several dozen companies but the only companies which provided feedback to me were Facebook and Brex. This sub communicates to me that they take the candidate seriously and don't jerk them around.
Next time I look for a job, I will definitely be targeting both these companies.
Seriously. People ache for feedback in low information environments. Good on yall for taking customer surveys seriously (even if the data underlying it isn't always clear) because enthusiasm, though noisy, is a strong signal.
I wouldn't charge for the service, however, unless building it as a freemium model.
Like you, we thought (correctly, as it turns out) that it would appeal to people early in their career. What surprised us is that very senior engineers also told us they loved it - we didn't think it was as much of a concern for them, but sometimes your users surprise you.
It's also a great example of how obvious low-hanging fruit gets missed until you start thinking strictly about "what can we do to make job seekers' lives better?". It's not a particularly innovative or difficult feature, and yet major job sites with a dozen times our engineering resources still haven't done it.