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The Specialists Employers Trust for Exit Interviews

For more than two decades, our Exit Interview experts have helped employers understand why people quit and what conditions strengthen commitment. Our interviewers collect feedback from millions of departing employees each year and interpret their feedback with clarity and precision. Employers rely on our depth of experience to understand workforce trends that disrupt performance and identify the actions that increase retention.
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What We Do

Professional Exit Interviews
Specialists conduct confidential interviews that uncover the real reasons employees quit. Our structured method produces consistent, candid insights across roles and levels.
Turnover Cause Analysis
Experienced analysts identify patterns across departments, sites, and demographics. Leaders see the root causes of attrition and the conditions that influence loyalty and advocacy.
Expert Interpretation
Our team distills employee feedback into clear findings that explain why people quit and what strengthens trust, purpose, and contribution.
Actionable Guidance
Employers receive direct recommendations that align HR, managers, and executives on the steps that reduce turnover and increase commitment.

Why Employers Choose Us

Deep Experience Across
Industries
Our specialists conduct Exit Interviews across healthcare, finance, education, manufacturing, retail, technology, and public service. We understand the drivers of turnover across all major workforce segments.
Rigor in Every Interview
Each interview follows a structured method refined through thousands of conversations. This consistency ensures reliable insight, no matter the role or region.
Analysts Who See What Others Miss
Our team identifies nuances in employee responses including shifts in expectations, manager behaviors, cultural friction, or changes in workload. We explain how each factor affects engagement.
Recommendations With Real Outcomes
Our guidance gives leaders clear priorities. Employers strengthen connection, support growth, and increase long-term contribution.

How Our Process Works

Conduct Exit Interviews

Specialists speak with departing employees and capture direct, unfiltered insight about their experience.

Analyze Root Causes

Analysts identify themes across teams, job types, and locations. Employers see the factors that influence loyalty and the conditions that push people to quit.
Deliver Expert Findings
Leaders receive concise reports that explain what changed, why employees quit, and what expectations shaped their experience.

Provide Action Steps

Advisors outline the actions that strengthen trust, improve communication, and increase advocacy among current staff.

What Employers Gain

  • Clarity on why employees quit
  • Insight into expectations that shape engagement
  • Early signals that identify rising retention risks
  • Confidence in decisions that influence culture and performance
  • A roadmap that supports managers and aligns leaders

Frequently Asked Questions

Departing employees share truth that internal teams often cannot capture. Specialists encourage candor, identify patterns, and interpret insights with objectivity.

Interviewers create a neutral, confidential setting that promotes direct feedback. Employees speak openly when they trust the process and the interviewer.

Leaders receive a clear explanation of turnover drivers and the specific actions that support retention and strengthen the employee experience.

Most employers begin within days. Our specialists interview departing staff immediately after onboarding the process.

Speak With an Exit Interview Specialist

Confirm the approach that fits your goals and get clarity on the actions that increase retention.
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Effective Exit Interviews answer the questions:

Who is leaving?
Why are they leaving?
Are we losing our best?
Are we hiring people who want to stay?

Most employees stay in the same industry and often join a direct competitor. That makes turnover more costly than lost productivity alone. The cost of replacing an employee can reach 150% of their annual salary, especially when high performers walk out the door.

Organizations that implement structured Exit Interview programs gain actionable insights to improve retention, reduce turnover, and strengthen culture. The best time to ask why someone quit is when they do, and the best way to ask is with a proven process that gets honest answers.

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