Tangential but you reminded me of why I don't give feedback to people I interview. It's a huge risk and you have very low benefit.

It once happened to me to interview a developer who's had a 20-something long list of "skills" and technologies he worked with.

I tried basic questions on different topics but the candidate would kinda default to "haven't touched it in a while", "we didn't use that feature". Tried general software design questions, asking about problems he solved, his preferences on the way of working, consistently felt like he didn't have much to argue, if he did at all.

Long story short, I sent a feedback email the day later saying that we had issues evaluating him properly, suggested to trim his CV with topics he liked more to talk about instead of risking being asked about stuff he no longer remembered much. And finally I suggested to always come prepared with insights of software or human problems he solved as they can tell a lot about how he works because it's a very common question in pretty much all interview processes.

God forbid, he threw the biggest tantrum on a career subreddit and linkedin, cherrypicking some of my sentences and accusing my company and me to be looking for the impossible candidate, that we were looking for a team and not a developer, and yada yada yada. And you know the internet how quickly it bandwagons for (fake) stories of injustice and bad companies.

It then became obvious to me why corporate lingo uses corporate lingo and rarely gives real feedback. Even though I had nothing but good experience with 99 other candidates who appreciated getting proper feedback, one made sure I will never expose myself to something like that ever again.