Most companies collect feedback from candidates after interviews. That’s good. But many stop there. In today’s job market, that’s not enough. If you’re not asking for feedback after the offer letter goes out, you’re missing a big chance to save hires—and improve your process.
Why Post-Offer Feedback Matters
A signed offer isn’t a guarantee anymore. Jobvite reports that 75% of recruiters have had candidates back out after signing. Let that sink in. The offer was accepted—and then declined.
This happens for a few reasons:
- Candidates get a better offer
- They rethink their decision
- They feel ignored after signing
But here’s the kicker: only 29% of recruiters try to win them back. That’s a huge missed opportunity. It’s time to change that.
The New Norm: Candidate Renege
When someone signs your offer letter and then changes their mind, it’s called a renege. It’s common now. Candidates often have multiple offers, and timing rarely lines up. They may sign yours today—and take another tomorrow.
If your hiring team doesn’t know why it’s happening, you can’t fix it. That’s why gathering offer letter review feedback is critical.
By asking for feedback at the offer stage, you learn:
- Why candidates might decline
- What made them hesitate
- What they liked or didn’t like
With this data, you can take action. Without it, you’re just guessing.
How Feedback Improves Offer Acceptance
Most Survale clients start by collecting feedback at the application and interview stage. That’s smart. But the real value shows up when they add post-offer candidate commitment feedback. Here’s what happens:
- Candidates feel heard
- You uncover hidden objections
- Your employer brand gets stronger
- You catch early warning signs of offer decline
- You reduce ghosting and last-minute withdrawals
Even something as simple as asking, “How did you feel about your offer?” makes a difference. It shows you care—and that matters.
Offer Letter Feedback Builds Employer Trust
Think about your own job search. How many companies asked for your opinion after they made you an offer? Probably none.
So when your company does it, it stands out. It shows you’re open. You want input. You treat candidates like people—not numbers.
That builds trust. And trust leads to better hiring results.
Survale clients often hear from candidates who say, “This is the first time I’ve been asked what I thought about the offer.” That simple feedback loop boosts your brand more than any job board ad ever could.
Learn What Matters Most in an Offer
Feedback at the offer stage tells you what candidates value. Is salary the issue? Is it the job title? Are your benefits unclear?
These things don’t always come out during interviews. But they matter.
If you’re struggling to convince your compensation team to adjust pay levels, this kind of data helps. Employment offer letter review feedback shows real proof that salary or benefits are hurting your offer acceptance rate.
It also helps your team:
- Create stronger first offers
- Shorten decision cycles
- Reduce the need for back-and-forth
- Convert top-choice candidates faster
Turn Declines Into Wins
Here’s the power move: collect feedback even when an offer is declined.
If someone sends you a job decline letter, don’t just accept it and move on. Ask why. Be polite, be brief, but ask.
You’d be surprised how often people will tell you, “I liked your team, but I got more PTO from another company,” or “The title felt like a step down.”
This feedback helps you improve your next offer—and maybe even recover the one you lost. Some Survale clients have convinced candidates to reverse their decline just by responding quickly and showing they cared.
Offer Feedback as Part of the Journey
Good hiring teams treat feedback as part of the full candidate experience. Not a one-time thing. Here’s a simple flow:
- Career Site – Was it easy to find and apply?
- Application – Were the instructions clear?
- Interview – Did the team make you feel welcome?
- Offer Letter – Were you excited to receive it?
- Post-Hire – Do you still feel good about your choice?
Adding a feedback letter after the offer completes the loop. It helps you fix problems across every stage.
What to Do After the Offer Letter Goes Out
You’ve made an offer. What now?
- Give candidates a clear deadline. Most companies give 3–5 business days to decide.
- Send a short follow-up email after a day or two. Ask if they have questions.
- Include a quick feedback link in the offer letter or follow-up email.
- Review the feedback. If you see hesitation, reach out before they vanish.
- Keep a record. Track declines and reasons for each one.
This shows you’re paying attention—and that you’re serious about improving.
FAQs
How to decline an offer letter?
Be polite and brief. Thank the company for the offer, then explain you’ve accepted another role or decided not to move forward.
What happens after signing offer letter?
After signing, onboarding usually starts. But some companies may begin background checks, reference calls, or other paperwork.
Can an employer change their mind about hiring you?
Yes. Most offer letters include language saying the offer is “at will.” Employers can withdraw it, usually with a reason.
How long to give candidate to accept offer?
Most give 3–5 business days. Some extend it to a week for complex roles or relocation needs.
What is a good candidate feedback example?
“I appreciated how fast the team followed up. The salary was fair, but the job title felt off. I wasn’t sure about growth opportunities.”
How do you politely follow up on an offer letter?
Send a short note like: “Hi [Name], just checking in to see if you had any questions about the offer. We’re excited to have you!”
How to review an offer letter?
Check job title, salary, start date, location, benefits, and who you report to. Make sure it matches what was discussed.
How to follow up with a candidate after an offer?
Reach out within 24–48 hours. Ask if they’ve reviewed the offer and if they need help deciding. Keep it simple and friendly.
Final Thoughts
Getting feedback at the offer stage isn’t just smart—it’s necessary. When you collect job offer letter feedback, you:
- Reduce renege risk
- Improve offer quality
- Build trust
- Boost your hiring results
- And protect your brand
In today’s fast-moving market, post-offer candidate commitment is everything. If you’re not asking how candidates feel about your offer, you’re playing the game with one eye closed.
Survale makes this process easy, fast, and automatic. You’ll know what’s working—and what’s not—before it costs you your next great hire.
