What is the purpose of an exit interview?

An exit interview gathers honest feedback from a departing employee about why they are leaving and what could be improved. The goal is to spot patterns across departures so you can fix root causes and reduce future turnover.

Who should conduct the exit interview?

A neutral party, usually HR or the People team, rather than the direct manager. Employees are far more candid when their immediate boss is not in the room, especially if management was a factor in their decision to leave.

When should an exit interview happen?

Schedule it in the final week, after the resignation is settled but before the last day. Some teams also send a short follow-up survey a few weeks later, when the employee has emotional distance and can reflect more calmly.

Should exit interview answers be confidential?

Yes. Tell the employee up front that responses are aggregated and used to improve the workplace, and that nothing they say affects their reference or final pay. That assurance is what makes the feedback honest and useful.

Is my data sent anywhere?

No. The template is generated entirely in your browser and nothing is uploaded. Copy the Markdown to use it in your own systems.

Exit Interview Template Builder

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A departing employee is the most honest source of feedback you will ever get — but only if you ask the right questions in the right setting. This builder assembles a structured exit interview template covering reasons for leaving, job and role satisfaction, management, culture, and concrete suggestions for improvement. Edit any question, add an optional rating scale, and copy a ready-to-run Markdown template.

How it works

The template is organised into five themed sections so the conversation flows from the decision to leave, through the day-to-day experience, to forward-looking suggestions. Each question is editable, and you can add or remove your own. An optional 1-5 rating line under each question lets you quantify responses across many departures so you can track trends over time. The tool generates Markdown with numbered questions and note lines, all in your browser.

Tips and notes

Have a neutral interviewer — usually HR — run the session, not the person’s direct manager, so answers stay candid.
Open by stating that responses are confidential and aggregated; that single sentence dramatically improves honesty.
Keep the ratings for trend analysis but always pair them with open notes — the “why” behind a low score is where the real insight lives.
Review aggregated results quarterly and feed recurring themes into onboarding, management training, or policy changes.