Talent acquisition (TA) teams and hiring managers should collaborate closely to attract and secure top talent. Yet, too often, hiring managers feel disconnected from recruiters, as if they’re speaking past each other. The solution? Regularly survey hiring managers—especially after each interview round—to gather hiring manager feedback in real time. This allows recruiters to adjust their strategies, align with expectations, and boost hiring success. In today’s competitive hiring landscape, with more applicants per role and AI-driven tools shaping sourcing and screening, hiring manager feedback is more critical than ever. It ensures recruiters deliver the right candidates—not just a flood of them. Without this continuous loop, misalignment creeps in, wasting time and frustrating both sides. If hiring managers could speak candidly, here are five key insights their feedback would reveal to recruiters: 
Hiring managers dread interviewing candidates who miss the mark entirely. Hiring manager feedback creates a structured way for recruiters to refine their sourcing after each round. If candidates consistently lack essential skills, recruiters can pivot quickly, reducing delays and frustration. With AI tools filtering candidates early on, this feedback validates whether these systems are surfacing the right talent. It ensures critical qualifications and soft skills aren’t overlooked, keeping the process on track.
-
“We Need Better-Calibrated Candidates.”
Hiring managers dread interviewing candidates who miss the mark entirely. Hiring manager feedback creates a structured way for recruiters to refine their sourcing after each round. If candidates consistently lack essential skills, recruiters can pivot quickly, reducing delays and frustration. With AI tools filtering candidates early on, this feedback validates whether these systems are surfacing the right talent. It ensures critical qualifications and soft skills aren’t overlooked, keeping the process on track. -
“We Need More Transparency in the Hiring Pipeline.”
-
“Speed Matters More Than You Think.”
-
“Candidate Experience Reflects on Our Team.”
-
“We Need a Two-Way Partnership, Not Just a Transaction.”
