Honesty,
finally priced in.
Most exit interviews collect nothing the company didn't already know. Exit Int is the neutral third party in the middle — an unbiased LLM that steers past the obvious and surfaces what you'd otherwise never hear.
Four million Americans quit a job every month.
Each one is a data point the company needs. Almost none of it is captured honestly. The exit interview — the single highest-signal moment in the employee lifecycle — is run by the very party the employee can't afford to be honest with.
A good exit interview
benefits both sides.
Get paid for the truth.
- —A neutral listener. Not HR. Not your manager.
- —Paid when your feedback surfaces genuinely new signal.
- —You choose whether the interview stays private.
- —Closure — your side of the story on the record.
Learn what you didn't know.
- —Intelligence you couldn't extract yourself.
- —Every claim novelty-scored against what you already suspected.
- —Structured, auditable signal instead of anonymous rants.
- —Pay only for quality. Low-signal interviews cost nothing.
The person asking is
the person you can't tell.
Employer-run exit interviews are theater. References, severance, and future opportunities all ride on not burning bridges. So the employee softens. The employer re-reads their own hypotheses back to themselves. Nobody learns anything.
That's not a survey-design problem. It's a structural conflict of interest.
Purpose-built,
end to end.
Pre-declare the obvious.
The employer writes down what they already suspect. That list becomes the baseline against which every claim is measured.
Talk, don't survey.
A neutral LLM runs the conversation. One question at a time, human and adaptive, pushing past anything already known.
Score for novelty.
Every claim tagged known, adjacent, or novel. Quality scored. Employee paid. Employer learns. Both sides accountable to the same evidence.