Lyft to End Job Candidates' Access to Interview Feedback

Lyft is ending its practice of offering written feedback to candidates after job interviews, the company confirmed this week. The change was first shared in an internal Slack message from Lyft’s head of engineering, according to reporting by Platformer, and comes amid broader efforts to streamline hiring operations at the ride-hailing firm.

Previously, engineers who interviewed candidates at Lyft were required to write detailed evaluations of their performance. These writeups were sometimes shared with applicants, especially those who had reached later stages of the hiring process but did not receive an offer. The feedback was seen as a learning tool for job seekers and a way to build goodwill among prospective employees.

Going forward, interviewers will still assess candidates internally, but their notes will not be shared outside the company. A company spokesperson told Platformer that Lyft made the change to align with common industry practices and reduce the workload on interviewers. “We always strive to provide a respectful and efficient interview process,” the spokesperson said.

According to internal correspondence viewed by Platformer, Lyft leadership encouraged employees to focus more on making hiring decisions than on crafting post-interview feedback. The Slack post from Lyft’s engineering chief stated that interviewers and hiring managers should skip written summaries unless a candidate advances to the offer stage.

The move reflects a broader shift within tech companies to tighten recruiting processes in response to changing business priorities. With fewer open roles and more applicants per position, companies like Lyft are reducing the time spent on each applicant who does not move forward in the pipeline.

Several current and former industry recruiters say the practice of giving feedback is increasingly rare. Most major tech firms, including Meta, Google, and Salesforce, do not provide written interview feedback to unsuccessful candidates. Some talent professionals have argued that sharing insights can open legal risks or create additional work that slows hiring decisions.

Earlier this year, Lyft also restructured its technical hiring teams as part of its post-pandemic reset. The company’s new leadership, including CEO David Risher, has focused on core operations and profitability following pandemic-era losses. Lyft’s financial results from the first quarter of 2024 showed the company narrowing its losses and growing rider bookings compared to last year.

The decision to stop providing feedback marks a departure from a practice once seen as part of Lyft’s candidate-friendly culture. While it may disappoint applicants looking for detailed performance reviews after interviews, it signals Lyft’s continued push to simplify internal processes and align more closely with its larger rivals.