Who it's for
- People-ops and HR teams at 50–500 person companies
- Founders doing their own exit interviews
- Managers running structured offboarding
- Recruiters feeding hiring learnings back
The problem
- ·Exit interviews via live call surface the polite reasons, not the real ones.
- ·Long exit-survey forms have low completion and generic answers.
- ·You lose the honest 'why' weeks after the person has already left.
How it works
- 1
Send an anonymous one-tap rating after the departure notice (day one of notice period is ideal).
- 2
Ratings feed an overall 'exit satisfaction' trend over time.
- 3
Low scores open: 'What's the single biggest thing we should change?'
- 4
High scores open: 'What should we make sure to keep?' — often more useful than the complaints.
- 5
Track by department and manager to spot local patterns.
Example question
“How would you rate your overall experience working here?”
Threshold: 4/5 — ratings at or above this number route to the review page; below this number trigger a private follow-up.
Questions
How anonymous is it really?
As anonymous as you design it. If you segment by department-of-5, anonymity is weakened by sample size. Keep exit polls aggregate to company or function level unless your teams are large enough to preserve anonymity.
Should I still do live exit interviews?
Do both for senior leavers or anyone you want to retain relationship with. For everyone else, an anonymous one-tap survey produces more honest signal than a polite 30-minute call.
How do I stop managers from asking 'who said what?'
Treat the tool as organisational, not line-management. Only aggregate rollups should be shared. If a manager demands attributed responses, you don't actually have an anonymous exit survey.
Matching template
Employee engagement pulse template
Run a short pulse on how engaged and supported your team feels.