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I can’t share any recommendations, but know that it’s roughly an equally difficult experience from the opposing side.

Also, if you provide feedback to candidates whom aren’t faking expertise, major kudos and respect to you. Feedback loops were relatively common when I started my career and they’ve become mostly nonexistent today.

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I second you on that. Especially for the senior positions as they are looking for an exceptional candidate experience meaning they should be getting updates regarding the application and feedback upon rejection. When they don't receive such experience, they don't wanna do business with such companies anymore as they feel disrespected. But since I started working as a recruiter myself, I noticed that providing feedback manually is a lot of work and recruiter's can't manage to provide feedback to all the candidates except the generic feedback which is just a formality but don't help the candidates a lot. We figure out a solution for it later and noticed 95% candidate retention rate by providing specific feedback to all the rejected candidates. So yes feedback works for both sides.

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