Um, you’re NOT on mute
The good, bad, and ugly of the interview process
Overview
Overview
Textio leaders joined for an unfiltered conversation about their most off-the-rails interview stories, and their take on the state of hiring today. Featuring key takeaways from our latest research, Interview Feedback in 2025, this session offered a candid look at how interview feedback can make or break your hiring strategy.
In this session, we discussed how structured, transparent interviews lead to better hiring outcomes, and tangible ways to improve the interview experience for candidates and hiring teams. The panelists discussed key insights from our 2025 Interview Feedback (LINK) report, including:
- Interviewers write 39% more feedback when the candidate is not getting an offer
- 84% of candidates who are rejected never got any feedback on their interviews
- Candidates who receive offers are far more likely to be described using personality feedback, like “friendly” and “great energy,” though it can vary based on gender. Men are described as level headed and confident, while women tend to be described as “bubbly” and “pleasant.”
When done right, interviews don’t just evaluate talent—they help you attract and retain it.
Meet the panelists
Kieran Snyder (she/her)
Co-Founder and Chief Scientist Emeritus, Textio
When I was interviewing for academic jobs, I got a great job offer in Chicago. The only catch was that I had to agree to sublet the department chair's apartment for my first two years on the job.
Jensen Harris (he/him)
Co-Founder and CEO, Textio
My hiring manager got fired mid-interview loop, found out, and then drove me around at 90 mph ranting about his boss. Strangest interview ever!
Rocki Howard (she/her)
Chief People and Equity Officer, Textio
I was interviewing with a staffing agency, everything was going great—I was genuinely excited. Then the recruiter picked up the phone, called the client during the interview, and asked, “Are you still looking to fill any of your EEOC requirements?”