Lever ATS Candidate Experience Feedback Collector and Hiring Funnel Optimizer
Recruiting teams using Lever ATS have no structured way to collect candidate experience feedback at each hiring stage. Candidates who have a bad experience tell their network but not the company. A feedback collector embedded in the hiring workflow that gathers candidate sentiment at each stage helps recruiting teams identify and fix experience problems that deter top talent.
Problem Statement
A tech company using Lever receives 5,000 applications per year and makes 100 hires. 4,900 candidates have a rejection experience. None of them are asked for feedback. The recruiting team suspects their technical assessment is too long (3 hours) but has no data. Glassdoor reviews mention 'grueling interview process' but the team does not know which stage specifically causes frustration. They cannot improve what they do not measure.
The Idea
A Lever companion that collects candidate experience feedback at each hiring stage, identifies experience bottlenecks, and provides actionable insights to improve hiring funnel conversion.
Why Now
Employer brand is a 2025 competitive advantage in tight labor markets. Glassdoor reviews from rejected candidates directly impact a company's ability to hire. Lever provides excellent ATS functionality but no candidate experience measurement. The companies that measure and improve candidate experience see 30% higher offer acceptance rates.
Target User
Heads of recruiting, talent operations managers, and recruiting coordinators at companies with 50+ hires per year using Lever ATS
Target Market
Recruiting experience management and employer brand optimization market
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- Score rationale across 11 dimensions
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- Risks & counter-evidence
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