Mechanics
How Exit Int actually works.
Five steps. Each one was chosen to fix a specific failure in how the industry currently runs exit interviews.
1
Pre-declare known reasons
Before any conversation happens, the employer (or whoever initiated the interview) writes down what they already suspect. "Comp below market." "Manager conflict." "Better offer." This list is the audit trail — everything the interview surfaces is scored against it.
WhyWithout this, there is no defensible definition of "quality." With it, novelty becomes measurable instead of a judgment call.
2
Third-party LLM conducts the interview
An unbiased bot opens the conversation, asks one question at a time, and — crucially — pivots past any answer that just restates a known reason. It pushes for specific moments, names, timing, systemic patterns. No Likert scales. No HR present. The employee can speak freely because the interviewer has no stake in the employer's narrative.
WhyNatural conversation produces higher-fidelity signal than any form. And a neutral interlocutor makes honesty cheap instead of expensive.
3
Every claim is scored against the known list
The generated report tags each substantive claim as known, adjacent, or novel. Known claims confirm what the employer already wrote down. Adjacent claims add specificity to a known reason. Novel claims sit entirely outside the declared list — these are what the employer is paying for.
WhyThe audit trail is visible to both sides. Disputes have evidence, not opinions.
4
Employee is paid for quality signal
The final quality score weights novel items heavily, adjacent items moderately, known items not at all. A transcript that only repeats the employer's guesses scores low. A transcript that surfaces three or more well-specified novel items scores high — and the employee is compensated accordingly.
WhyHonest feedback has always been uncompensated labor. Pricing it is how you turn on the supply.
5
Visibility is chosen, not imposed
Public is the default. Companies that don't need to hide get the reputational benefit of being scored in the open. Secrecy is available — but only when both the employee and the employer agree to it. No unilateral hush money. No employer-controlled redaction.
WhyMutual consent is the only way secrecy survives as a feature without undermining the whole point.
Ready to try it?
The setup form takes about a minute. The conversation takes about fifteen. The report is instant.
Start an interview