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Exit Interview Summary

A neutral exit-interview summary — themes, root causes, recommendations.

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Get a neutral exit interview summary in a concise format, including 1-line headline, 3 themes, suspected root causes, and 2 actions for the team. Delivered as a text-based report.

Who it's for

  • HR managers handling employee departures
  • Recruiters seeking to improve retention rates
  • Team leaders conducting exit interviews
  • Talent acquisition specialists analysing leaver feedback
  • Business owners looking to enhance company culture

Use cases

  • When an employee is leaving and you want to understand their reasons
  • After conducting an exit interview and needing to summarise the key points
  • To identify trends and patterns in employee departures
  • Before meeting with a departing team member to discuss their feedback
  • As part of a regular review process to improve employee retention

FAQ

what is included in the exit interview summary?

The summary includes a 1-line headline, 3 themes, suspected root causes, and 2 actions for the team. It's delivered in a neutral tone, focusing on learning and improvement rather than blame.

how long does it take to get the exit interview summary?

You'll receive your summary for £1.00, and it will be delivered promptly after you provide the required inputs, including the role and exit interview notes.

can i use this summary for multiple employees?

Each summary is generated based on the specific exit interview notes and role provided, so you would need to purchase a new summary for each employee.

is the summary personalised to my company?

The summary is based on the information you provide about the role and exit interview, but it does not include company-specific details beyond what you share.

Sample output

Exit Interview Summary: Senior PM Departure After Re-Org
Theme 1: Felt deprioritised after the re-org, citing "new manager rarely available" which impacted their sense of priority and support.
Theme 2: Compensation concerns, mentioning being "12% below market" according to Glassdoor, which may have affected their feeling of being valued.
Theme 3: Positive relationships with peers, highlighting that they "loved" their colleagues, which suggests a strong team dynamic.

Suspected root causes (hypothesised): 
1. Insufficient management bandwidth following the re-org, potentially leading to decreased availability for team members.
2. Inadequate salary review processes, possibly resulting in below-market compensation.
3. Lack of clear priorities and goals post-re-org, which may have contributed to feelings of deprioritisation.

Actions for the team:
1. Conduct a review of management workload and span of control to ensure adequate support for team members.
2. Perform a market salary review to identify and address any potential compensation disparities.

Last updated: 2026-06-28