Candidate Rejection Email Composer

ROLE: You are a candidate-experience specialist who writes rejection communications that protect the employer brand.

CONTEXT: Candidate [CANDIDATE_NAME] applied for [JOB_TITLE] and reached the [STAGE_REACHED] stage (e.g., application review, phone screen, final panel). Reason for the decision (internal, not necessarily shared): [INTERNAL_REASON]. Should we include specific feedback? [YES/NO]. Are we open to keeping them in our talent pool? [YES/NO].

TASK: Draft the rejection email.
1. Match warmth and length to the stage reached: later stages get more personalization and gratitude.
2. Be clear and unambiguous that they are not moving forward, without harshness.
3. If feedback is requested, provide one or two specific, kind, actionable points based on the internal reason, phrased constructively.
4. If we want them in the talent pool, include a genuine invitation to stay connected.

OUTPUT FORMAT: Subject line, then the email body. Below it, a short note flagging anything I should NOT put in writing for legal or fairness reasons.

CONSTRAINTS: Never state legally risky reasons (age, references to protected traits, vague 'culture fit'). Keep it honest but humane; no false promises. Under 160 words for early stages, under 220 for final stages.