“Why Wasn't I Cast?”: A Note to Directors When the Hard Questions Come

by Chris Peterson, OnStage Blog Founder

If you’ve ever directed a show—at any level—you’ve probably faced this moment. The audition process is over, the cast list is posted, and the emails or texts start trickling in. Or worse, someone asks in person, eyes hopeful or hurt:

“Can I ask why I wasn’t cast?”

And in that moment, you feel it: the tightrope. Because there is an answer—but giving it takes care, clarity, and, ideally, some humanity.

Too often, directors default to vague comfort phrases. “We just went in a different direction.” “It was a really tough decision.” “There were a lot of strong auditions.” And look, I’ve used them too. They’re safe. But they’re also frustrating. And most actors can see right through them.

If someone is putting themselves out there enough to ask the question, then as directors, we owe them something better. So here’s what I’ve learned, and what I try to remember, when the moment arrives.

First: Ask What Kind of Feedback They’re Actually Looking For

Not every “why didn’t I get cast” is a request for a post-mortem. Some folks just want closure. Others genuinely want to grow. So start by asking, “Would you like a general sense of the decision, or more specific feedback on your audition?” That question can do a lot to set the right tone—and protect both of you from saying too much or too little.

Be Honest, But Stay Human

This is not the moment to unload everything that didn’t work. Pick one or two clear, constructive things: “You rushed through the monologue and I had trouble tracking the emotional arc.” “Your energy felt a little closed off during the scene work.” Helpful. Kind. True.

Avoid generalizations like “You’re not a strong singer.” That’s not feedback—that’s a bruise waiting to happen.

Own the Subjectivity

Casting isn’t a score sheet. It’s not always about who gave the best audition. It’s about balance. It’s about chemistry. It’s about whether two actors look like they could believably play siblings, or whether someone’s vocal tone fits the group. Sometimes it's as small as one person reading just a little older or younger than the rest of the cast.

So say it: “Your audition was strong. This decision came down to things outside your control.” That honesty can be weirdly comforting.

Don’t Pretend Your History With Actors Doesn’t Matter

Let’s just say what we all know: directors have folks they trust, and that trust sometimes tips the scales. That’s not favoritism—it’s familiarity. But if that’s a factor, and someone asks, don’t lie. Say, “I’ve worked with this actor before and I had a clear sense of what they’d bring to this particular role.” That’s miles better than pretending every decision was made in a vacuum.

Leave the Door Open—Genuinely

If you hope they’ll audition again, say that. Better yet, tell them why: “I love your energy on stage,” “I think you have great instincts,” “I’d really like to find the right role for you down the line.” Those comments matter more than you think. They keep people in the room next time.

Because here’s the thing: people remember how you made them feel. Especially when they’re disappointed. You can’t cast everyone. But you can make sure the folks you don’t cast still feel respected. Seen. Valued.

This community—whether it’s your school, your city, or your company—runs on trust. And that trust starts with how you treat people in the hardest moments.

So when someone asks why they didn’t get cast, take a breath. You’re not just giving feedback. You’re building a culture.