Our Commitment to Responsible Hiring

At Thesis, we believe that recruitment is not just about filling positions; it’s about fostering growth and development for every candidate who interacts with us. This philosophy is why we make it a point to provide personalised feedback to every unsuccessful candidate who has had at least one interview with us.

Our Commitment to Responsible Employment

We recognise the emotional investment and effort that candidates put into the interview process. As a responsible employer, we see it as our duty to ensure that candidates leave the experience not just with an answer but with constructive feedback that can help them grow in their careers. Providing detailed and tailored feedback is a reflection of our commitment to fairness, transparency, and candidate well-being.

The Benefits of Personalised Feedback

Providing feedback isn’t just a courtesy—it’s a tool for empowerment. Here’s why we do it:

1. Encouraging Growth: Candidates receive actionable insights that help them improve their skills and better prepare for future opportunities. By understanding their strengths and development areas, they can refine their approach and increase their chances of success in their next application.
2. Enhancing the Candidate Experience: Even those who don’t secure a position with us leave with a positive impression, knowing their time was valued. Many candidates have shared how the feedback they received from us was more helpful than from any other employer, reinforcing their trust in our process.
3. Contributing to the Talent Ecosystem: By helping candidates improve, we contribute to a stronger talent pool across industries. Even if they don’t join our team, we are proud to play a role in their professional journey.
4. Living Our Values: Transparency, empathy, and continuous learning are at the heart of our culture. Providing feedback embodies these values and ensures that we maintain a supportive and people-centric hiring approach.

How We Deliver Feedback

Our approach to feedback is structured, specific, and supportive:

• Timely and Personalised: Each candidate receives their feedback shortly after the interview, tailored to their performance, ensuring they can take immediate action on our insights.
• Strengths & Areas for Development: We highlight what the candidate did well, reinforcing their confidence, while also providing clear and constructive points on where they could improve.
• Respectful & Encouraging Tone: We ensure feedback is delivered with kindness and encouragement, fostering motivation rather than discouragement. We believe that feedback should build people up rather than knock them down.
• Additional Resources: In some cases, we provide learning materials, career coaching recommendations, or industry insights to support further development. We also suggest relevant training opportunities where appropriate.
  (Note: I am not sure whether we provide anything else as part of our feedback, so if this is not relevant to us, we can delete the last bullet point).

The Impact We’ve Seen

The results speak for themselves. Many candidates have expressed gratitude for our feedback, noting how it helped them refine their skills and secure their dream roles elsewhere. Some have even returned to apply for new roles with us after implementing our feedback, demonstrating how this practice benefits both candidates and our organisation.

Our commitment to candidate experience has significantly contributed to our recognition being in the Top 100 Global Most Loved Workplace in 2024 on Newsweek’s List—a title we are proud to hold but one that comes as no coincidence. The overwhelmingly positive feedback we receive from job seekers reaffirms that we are making a meaningful difference in their careers and lives.

Leading by Example

By making feedback a standard practice, we hope to inspire other organisations to adopt similar approaches. A responsible hiring process benefits both employers and job seekers, creating a healthier, more supportive job market.

At Thesis, we believe that hiring is about more than just the right match for our company—it’s about making a lasting positive impact on every candidate who walks through our doors. We are proud to champion a hiring process that puts people first, setting a standard for compassionate and constructive recruitment practices.

(Anonymous candidate 1) ‘’Hi, While this is sad to hear, I am grateful that you took the time to provide this feedback. This hasn't been my first 'no' in this search and I've been actively looking to improve my interviewing skills. You have provided the most in-depth, actionable feedback that I know will help me down the road. Thank you for that.’’

(Anonymous candidate 2) ‘’Thank you for the constructive feedback. While the result wasn't what I was hoping for, I genuinely appreciate the time taken to provide such detailed input. It highlighted that my answers were too vague, and I need to improve how I communicate my knowledge and skills.’’

(Anonymous candidate 3) ‘’While certainly disappointing to hear, I understand and appreciate the feedback. I really enjoyed meeting with you and the team and wish you all the best in the future. Thanks again."

(Anonymous candidate 4) ‘’Thanks so much for the detailed feedback. I also enjoyed meeting and chatting with your colleague. Similarly, I agree that this might not have been the right position for me at this time. I truly appreciated your time, and if anything comes up in the future, please feel free to reach out.

Explore our careers webpage here.