How do you deal with feedback for the candidate? Are there legal concerns for disclosing too much?
RE feedback, we try to give it and make it meaningful, so for instance the pre-defined, objective grading criteria we use for work samples lends itself well to us being able to highlight why someone isn't a good match.
There may be a slight possibility that giving clear feedback opens us up to some sort of liability, but (a) a respectful process ends up documenting itself really well as a side effect (how else are you going to keep up with all the details?), (b) a respectful process hopefully leaves even candidates who weren't a fit feeling like they got a fair shot and thus not inclined to come after us for a perceived slight, (c) I think the fear around giving feedback is more about how uncomfortable it makes us feel vs. an actual legal risk, and (d) I hate not getting feedback when I fail and as a founder and executive I have the clout to take some risk and do what's right.