Exit interviews people answer honestly
Exit interviews held face-to-face with HR produce polite fictions. Skipping them entirely means the same resignation letter, again, next quarter.
The short way: A consistent written exit survey every leaver completes on their own — reason categories that aggregate across the year, plus the verbatim they'd never say in the room.
Ready-made templates for this
Prefer to start from a questionnaire rather than a description? These are already written.
Type this — that’s the whole job
“An exit interview survey: main reason for leaving, what would have made them stay, how they'd describe the culture, would they return”
Build it now — freeNo setup, no tutorial. The words above go with you — review what the AI builds, then share the link.
How it works — three steps
Questions that depend on an earlier answer are shown only to the people they apply to. A rule can show or hide a single question (it appears on the same page as soon as the answer that triggers it is given), show a whole page only when it applies, or jump past pages that don’t. Turn on Skip logic and the AI adds the rules; you can adjust them in the builder’s Logic tab.
- 1
Describe what you suspect drives attrition; the AI drafts categories plus open fields.
- 2
Review the reason list — it decides what you can count at year end.
- 3
Send each leaver a personal link during their notice period.
What’s doing the work
Skip logic
'What would have made you stay' only shows for resignations, not redundancies.
AI insight
A year of exit verbatims themes itself into the three things actually driving attrition.
Response export
The aggregated reasons drop straight into your board pack as CSV or Excel.
Questions people ask
Written survey or conversation?
Both, in that order — the survey collects the comparable data honestly; the conversation can then go where the answers point.
When during the notice period?
The middle. Too early is still emotional, the last day is mentally gone.
Minutes, not weeks. That’s the deal.
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