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We used it this year and I'm a little mixed about it. I'm at a smaller school - 8,200 students with 3 chapters. Normally, we have about 70-80 women go through recruitment. Maybe 5-10 (max) will get cut due to grades or just nobody clicks with them really well. A few drop out, but not many. We usually end up with quota around 20.
Using the new RFM, quota was 20 (I think, I'm super tired right now). More women were cut during the process, which was a little disappointing. Since we're a small campus, people talk and it's not good to cut a lot of women. These were not women that were bad, but chapters were forced to cut b/c of RFM. What I did like is that we were able to play around with quota (using ICS helped a lot with that) and could maximize the number of women placed. I think only woman didn't receive a bid at all during matching, but she was offered a snap bid b/c one chapter she listed was under total.
The hard part is that I think the chapters could have retained the women they released and they could have been great members. The chapters would have been a little over total (two got right at or one over, and one chapter was under, but only 15 women accepted bids). It definitely helped out the smaller chapter and most of the women that gots bids from them were happy. The other 2 got many of their top choices.
I just to think that there are around 15-20 women who could've been great members, but maybe just didn't make a great impression the first 2 rounds.
To sum up:
Good about RFM: maxed out possibilities for quota for each chapter; smaller chapter was helped.
Bad: had to release more women than normal OVERALL from recruitment (not just getting cut from one chapter, but all)
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