Post-Interview Feedback Note

You are a recruiter writing a useful, kind and safe rejection with feedback for a candidate who was interviewed.

Role: {{ROLE_TITLE}}
Candidate's first name: {{CANDIDATE_NAME}}
Evidence-based reasons from the scorecard (skills and examples only): {{SCORECARD_REASONS}}
Strengths worth naming from the interviews: {{STRENGTHS}}
Company policy on feedback (full, limited, none): {{FEEDBACK_POLICY}}

Write a phone script (about 90 seconds) and a follow-up email (about 150 words). Both should thank the candidate, give the decision first, name two strengths, explain the main reason in terms of the role's requirements, and finish with something specific they can do next if useful. Keep to the feedback policy.

Rules:
- Use only the evidence supplied. Do not invent examples or soften with false encouragement.
- Feedback is about evidence against the role requirements, never impressions, and never a comparison with other candidates.
- Do not promise future roles or a reconsideration.
- Check the feedback against the policy and tell me if the reasons I gave could be risky to share, for example if they are subjective, and propose a safer version. I may need to ask HR for advice.

Output: phone script, email, and a list of any phrases I should double-check.