Exit Insight

When people leave — and you need insight you can actually act on.

Exit interviews are a lagging indicator — but they’re still one of the clearest signals of unresolved risk.

I run exit interviews as a discipline, not a checkbox. That means designing the approach, conducting or overseeing the conversations, and synthesizing patterns across roles and time — so leaders get decision-ready insight, not sanitized summaries or transcripts that go nowhere.

Why exits usually fail.

Most organizations run exit interviews.

Few actually learn from them.

Feedback is fragmented across managers, HR, and tools
Employees often filter the truth to avoid burning bridges or because they feel their feedback will be weaponized, ignored, or dismissed
Individual stories never get synthesized into patterns
Leaders don’t trust the signal — so nothing changes

The result: exits become documentation, not intelligence.

What changes when I run them.

When exit interviews are owned end to end, they become diagnostic.

Patterns emerge, not anecdotes
Structural issues surface — not just individual grievances
Leaders gain clarity on what’s fixable, what’s systemic, and what to leave alone
Psychological safety is protected: employees know how their feedback will be synthesized, and no identifiable input is shared without explicit consent
Action becomes focused and proportionate — not reactive

Sometimes that leads to change.

Sometimes it leads to restraint.

Both are valuable outcomes.

What this looks like in practice.

Exit interviews surfaced a consistent pattern among early-career professionals.

I identified the structural issue, recommended removing a rigid two-year rule, and introduced a simple growth conversation framework — contributing to a 30% reduction in early-career attrition.

Small, well-judged interventions — applied to the right signal.

When Exit Insight is the right place to start.

Attrition is rising or uneven — and explanations don’t add up.

Leadership doesn’t fully trust the story they’re being told.

Exit data exists, but no one owns synthesis or interpretation.

HR is carrying risk without enough clarity or leverage

If that sounds familiar, exits are often the cleanest entry point.

Engagement & pricing.

Exit interviews are sold in blocks to ensure patterns can be identified and acted on — not just collected.

Typical blocks:

10 exit interviews — $3,000
20 exit interviews — $5,500
30 exit interviews — $8,000

Pricing reflects scope, urgency, and the level of synthesis required.

Start with Exit Insight →

If you’re collecting exit feedback but struggling to act on it, start here.