PathPair Candidate Experience Assessment
The PathPair Candidate Experience Assessment is a free, private tool designed to help job seekers better understand the hiring experience they recently went through.
Whether you were ghosted after an interview, left waiting without updates, or simply walked away feeling like something wasn't right, this assessment helps you identify the strengths and weaknesses of that experience across key areas like communication, transparency, respect, preparation, timeliness, and closure.
In just a few minutes, you'll receive:
A personalized Candidate Experience Score
Insights into the hiring patterns your experience most closely matches
Practical guidance for navigating similar situations in the future
An optional professionally written feedback letter you can customize and send to the employer
Unlike many online assessments, everything runs entirely in your browser. There are no accounts, no cookies, no analytics, and no data collection—your responses never leave your device.
At PathPair, we believe better hiring starts with better experiences. This assessment isn't about criticizing companies or assigning blame. It's about helping candidates make sense of their experiences, communicate thoughtful feedback when they choose, and ultimately contribute to a hiring process built on trust.
0% surveyed
Private · Self-guided · No account
Ghosted after an interview, or still waiting to hear back?
The best of yesterday's hiring, bridged with the possibilities of tomorrow.
A hiring process either holds weight, or it doesn't. Thirty questions about one hiring experience you recently had — whether the recruiter stopped responding, the process stalled, or there was simply no response after a final interview. At the end you'll see which parts of that experience held, which gave way, and how they fit together, plus a draft letter you can send to the company if you want to.
● Nothing you enter leaves this page.
● No login, no cookies, no analytics, no saved data.
● Close the tab and it's gone.
What this is. This assessment reflects your experience during one hiring process, based on your responses. It is intended to help you understand that experience and put it into words. It is not an audit of an organization and not an evaluation of individual employees.
Survey
Answer for one specific hiring process.
Pick the process that's most on your mind and keep it in view the whole way through. Where a question doesn't apply, answer as close to neutral as feels honest.
0 of 30 answered
Surveying the span
Working out where the load went.
Result
Based on your responses about one hiring process. This reflects your own experience — it is not an audit of the organization, and not an assessment of the people you met.
Your candidate experience results
Figure 01
The span
Each pier is one dimension, drawn to the score it earned. The dashed line is where the deck should sit. The distance between them is what you actually felt.
Breakdown
Dimension by dimension
Your answers
What your answers suggest
These are the common hiring experience patterns your answers most closely match. Each one describes what you reported first, then offers a possible explanation. They are informed guesses about a process you only saw from the outside, not conclusions about the company.
Next
What you can do from here
Optional
A letter you could send
Most companies never find out what their hiring process felt like from the candidate's side. This draft is assembled from your own answers, and it follows five rules:
- No blame, no individuals named, no accusations.
- Specific about the process, never about people.
- Short enough that a busy person reads it.
- Sent because you want the next candidate to have it better.
- Cites where the assessment came from, so they can check it themselves.
- Describes only what you experienced, never what you assume happened internally.
This letter is yours. It is a starting draft assembled from your answers, not a statement from PathPair. Read it through, edit anything that doesn't sound like you or doesn't match what happened, and send it only if you want to. Once you send it, it is your own communication.
Common questions
Ghosting, follow-ups and candidate experience
What does it mean to be ghosted after an interview?
Being ghosted after an interview means the process simply stops with no final answer. There is no rejection and no next step — messages go unanswered and the role quietly disappears. It is one of the most common complaints candidates have about hiring, and in most cases it reflects a missing step in the company's process rather than a decision about you personally.
Why do recruiters sometimes stop responding?
There is usually no single reason, and you often cannot tell from the outside. Roles get paused, budgets change, an internal candidate appears, or the person managing your application moves on. Sending outcomes is frequently nobody's defined job, so when a recruiter stops responding it is more often an operational gap than a deliberate silence.
How long should I wait before following up after an interview?
If you were given a decision date, wait until two or three business days after it. If you were given nothing, five to seven business days after the interview is reasonable. One clear, specific follow-up with a direct question works better than several vague check-ins, and it is normal professional behaviour rather than pushiness.
What should I do if there is no response after a final interview?
Send one short message to your most recent real contact asking for a final answer either way. It helps to include a date: letting them know you will assume the timing has not worked out if you have not heard by a given day is not a threat, it is a way of closing the loop yourself. If nothing comes back after two attempts, treat it as closed and put your energy elsewhere.
Is it okay to send interview feedback to a company?
Yes, provided it is specific, unemotional and about the process rather than about individuals. Feedback like this is rare, so it tends to be read. Keep it short, avoid naming people, describe only what you experienced yourself, and send it whether or not you got the role — it carries more weight after a rejection, not less.
What makes a good hiring experience?
Candidates consistently describe the same things: knowing who to contact, knowing how many stages there are, interviewers who have read the application, a pace that can be planned around, and a clear answer at the end. Very little of that requires budget. Most poor hiring experiences come down to steps that were never defined rather than people behaving badly.
Is this candidate experience assessment private?
Yes. Everything runs in your own browser. There is no account, no login, no cookies, no analytics and no database, and your answers are never transmitted anywhere. Nothing is saved either — if you close or refresh the page, your responses are gone.
Can companies see my answers?
No. Your answers never leave your device, so there is nothing for a company or anyone else to see. The only thing a company could ever receive is the draft letter, and only if you choose to copy it, edit it and send it yourself.
What should I do after receiving my results?
Read the patterns your answers matched, then look at the suggested next steps for the area that scored lowest. If you want to give the company feedback, use the draft letter as a starting point and edit it until it sounds like you. If you do not want to send anything, the results are still useful for deciding what to ask about earlier in your next hiring process.
Does a poor hiring process mean I did badly in the interview?
Not necessarily, and often not at all. A process with long silences, unprepared interviewers or no final answer produces very little reliable information about a candidate. If a company could not run a consistent process, the outcome tells you more about how they operate than about how well you would have done the job.