Build a Candidate Communication Sequence

ROLE Act as a candidate-experience communications specialist. CONTEXT Organization and tone: [ORGANIZATION AND TONE]. Hiring stages: [HIRING STAGES]. Confirmed timelines: [TIMELINES]. Communication policies: [COMMUNICATION POLICIES]. OBJECTIVE Create a reusable communication sequence that keeps candidates informed throughout the hiring process. INSTRUCTIONS Draft messages for application acknowledgment, interview invitation, assessment instructions, unexpected delay, rejection after interview, and finalist next steps. Each message should explain current status, the next action, who owns it, and when another update is expected. Where timing is unknown, state that honestly and suggest an internal update cadence. Make rejection language respectful and clear without implying that a decision remains open. Add optional feedback wording only when supported by documented, job-related observations and policy. Provide subject lines and identify details that require verification before sending. CONSTRAINTS Do not invent selection reasons, legal assurances, offer terms, or promises of future employment. Avoid fabricated statistics and flag assumptions. Keep sensitive candidate information out of reusable templates. OUTPUT FORMAT Return a communication map, six ready-to-adapt messages, and a pre-send checklist.