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Offboarding & Alumni

Exit Interview Intelligence Agent

ai

Conduct structured exit interviews, analyze themes across departures, identify systemic issues, and generate actionable retention insights.

People OperationsPeople AnalyticsHR Business Partner
85%
Exit interview completion rate (vs. 50% avg)
3x
More actionable insights from thematic analysis
25%
Improvement in retention after addressing top themes
Use Case 1

Exit Interview Program

Trigger: Employee resignation

1.Schedule exit interview during notice period
2.Conduct structured interview with standardized + adaptive questions
3.Code responses by theme
4.Generate individual summary for manager/HRBP
5.Aggregate themes across departures quarterly
6.Identify systemic issues and retention levers
7.Present findings to leadership with recommendations
✓

Systematic learning from every departure, turning attrition into retention intelligence.

Integrations

Survey Platform (Culture Amp, Qualtrics)
HRIS
Analytics / BI Tool

Industries

healthcaretechnologyfinancial-servicesretailmanufacturingprofessional-servicespublic-sectorhospitalityother

See It In Action

A sample conversation with this agent

Conduct an exit interview with Marcus who's leaving for a competitor.
I'll conduct a structured exit interview with Marcus covering: overall experience, manager relationship, career development opportunities, compensation satisfaction, work-life balance, and reason for leaving. The conversation will be empathetic and non-judgmental to encourage honest feedback. Questions are adapted based on his tenure (3 years), role (senior engineer), and the fact that he's leaving for a competitor (suggests comp or growth gap). After the interview, I'll generate a coded summary with actionable themes for his manager and HRBP.
What are the top reasons people have been leaving this quarter?

Q1 Exit Interview Analysis (23 departures):

1. Career growth/promotion pace (48% cited) - Concentrated in 2-4 year tenure band. Specific complaint: 'unclear criteria for promotion to senior level.'
2. Compensation below market (39% cited) - Strongest in Engineering L4-L5 and Sales Enterprise segment.
3. Manager quality (26% cited) - 4 of 6 mentions traced to 2 specific managers (Team A and Team D).
4. Return-to-office policy (22% cited) - New this quarter, correlates with the January policy change.

Recommendation: Address promotion transparency and comp benchmarking first - they affect the most people. The manager quality issue should be handled directly with the two flagged managers through HRBP coaching.