Exit Interviews
Gather honest feedback that explains why people actually leave, making sure the organization learns from their decision while it can still help those who stay.
Trusted by 5,000+ hiring teams worldwide.
Monica ReyesMRExit Interviews / Megan Whitfield Product Design
Exit interviews
1,864
last 12 months
Completion rate
92%
vs. 41% by form
Avg. duration
14m 05s
8 themes covered
Preventable exits
37%
flagged by Nura
Rec · 02:04Megan Whitfield · Sr. Product Designer · 3y 4m tenure
Nura AI interviewer
Probing follow-ups · neutral tone
Question libraries
3 activeGrowth & career path
12 questionsLeadership & management
10 questionsTeam experience
9 questionsExit pipeline
6 this monthMegan Whitfield
Product Design · Austin
Andre Bowman
Customer Success · Denver
Priya Raman
Data Engineering · Remote
Cole Jennings
Sales · Chicago
Danielle Fox
Marketing · Boston
Exit conversation · Growth & career path
Anonymized in reportingThanks for making time, Megan. This is anonymous in reporting nothing here goes to your manager with your name on it.00:08Appreciate that. Honestly, I've got a lot to say.00:21Let's start with the decision itself. When did leaving first cross your mind?00:33Around March. After the reorg my scope shrank and nobody explained why.00:47Did you raise it with anyone at the time and what happened?01:02I brought it up twice in 1:1s. It was acknowledged, then nothing changed for two quarters.01:18If your scope had been restored in April, would you have stayed?01:36Probably yes. The pay wasn't the reason the ceiling was.01:49Sentiment across the conversation
Dips at reorg, recovers on candour
Attrition drivers
Q3 rollupCareer growth ceiling
42%
up 9 pts QoQ
Manager support
24%
flat
Role clarity after reorg
18%
up 6 pts
Compensation
11%
down 4 pts
Workload & pace
5%
down 2 pts
Signals captured
auto-taggedRaised concern twice, no follow-up
01:18 · Manager follow-through
Scope reduced without explanation
00:47 · Reorg fallout
Counterfactual: would have stayed
01:49 · Preventable exit
Pay explicitly ruled out as driver
01:49 · Non-comp attrition
Recommended action
Design has lost 4 seniors to scope ceilings this quarter publish levelling criteria before the Q4 cycle.
“The pay wasn’t the reason the ceiling was.”
What actually happens
Every leaver gets the same structured conversation with Nura.
- 1
Every departure gets interviewed
Exits are scheduled automatically when a resignation is logged, so the conversation happens even in a busy month.
Exit Interviews / Queue March6 this monthcompletedMegan Whitfield
Customer Success · 2y 4m
completedKevin Doyle
Operations · 11m
scheduledBianca Ortiz
Support · 3y 1m
scheduledLuis Ferrer
Engineering · 4y 7m
invitedOmar Haddad
QA · 1y 9m
invitedHannah Pike
Finance · 2y 0m
- 2
Nura asks what a manager cannot
People say more to a neutral interviewer, and Nura follows each answer down one more level before moving on.
Exit Interview / Live Megan WhitfieldQuestion
You mentioned growth was the main reason. Was there a specific moment you decided the path here would not open up?
Questions asked14Follow-up depthlevel 3SentimentcandidDuration18:42
RECMegan Whitfield
Customer Success · 2y 4m · recording
- 3
Patterns, not anecdotes
Answers are coded into drivers and rolled up by team and tenure, so you see the reason four people left rather than one story.
Exit Interviews / Attrition drivers Q1 rollupNo visible career path38%Manager relationship24%Compensation18%Workload and on-call12%Relocation / personal8%Career path is the top driver in Customer Success for the third quarter running.
What you get out of it
Learn the real reason people leave.
- 3xmore candid answers
People tell an AI interviewer what they won't tell the manager they're leaving.
- 100%of exits captured
Every leaver gets the same structured conversation, even in a busy month.
- Themesnot anecdotes
Sentiment and reason codes aggregate into trends leadership can actually act on.
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Before you ask.
It runs as a structured conversation the employee completes on their own, which produces more candid answers than a session with the manager they're leaving.
Reasons are coded into themes and ranked by frequency across all departures, filterable by team, tenure and manager, with the verbatims kept behind each bar.
Individual responses are restricted to HR. Team-level reporting only appears once enough departures exist to prevent identification.
Each departure is tagged, so the themes behind the people you wanted to keep can be read separately.
Yes. Employee, manager and department data syncs from Workday, BambooHR, SAP SuccessFactors, HiBob or a CSV feed, so hierarchy and access stay current without manual upkeep.
Data stays inside your account and is never used to train models outside it. Xobin is SOC 2 Type II and ISO 27001 certified, with GDPR-aligned data processing and configurable retention.
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