Your retail chain experiences 60% annual turnover across 100 stores—2,000+ employees leave each year at a cost of $5,000 per departure (recruiting, training, lost productivity). Store managers conduct exit interviews but get generic answers: "Better pay elsewhere" or "Different schedule." You need data to know if it's really compensation or something else (toxic management, scheduling issues) driving 60% of departures.

Pain point: High turnover costs $10M annually, but unstructured exit conversations don't reveal root causes. You can't tell if departures are due to compensation, management, or scheduling until you've lost 100+ employees to the same unaddressed issue.

Your Series B tech startup scaled from 50 to 200 employees in 18 months, but voluntary departures doubled from 10% to 20% annually. Leadership suspects it's compensation (competitors offer $30k more) or culture (no work-life balance), but exit conversations happen informally via Slack or 1-on-1s—feedback gets lost. You need data to know if it's really compensation or toxic culture driving departures.

Pain point: Informal exit conversations produce anecdotal feedback ("felt burned out") that leadership dismisses. Without structured data showing 70% of departures cite "work-life balance" and "lack of growth opportunities," leadership assumes it's compensation and raises salaries 20%—but turnover increases anyway.

Your hospital system loses 200+ nurses annually (25% turnover) to competing hospitals offering $5-10k higher salaries or better work-life balance. Each nurse departure costs $50k in recruiting, training, and lost productivity. Exit interviews are informal conversations with HR where departing nurses give polite answers ("better opportunity") instead of honest feedback about management issues or burnout.

Pain point: Nurse turnover costs $10M annually, but unstructured exit conversations don't reveal real reasons. You can't tell if departures are due to compensation, toxic management, or work-life balance until you've lost 50+ nurses to the same unaddressed issue.

Your consulting firm loses 30% of mid-level consultants after 2-3 years—right when they become profitable. Each departure costs $100k in lost billable hours and client relationship disruption. Exit interviews are informal conversations with partners where departing consultants give diplomatic feedback ("different career path") instead of honest reasons about promotion stagnation or burnout.

Pain point: Attrition at the mid-level costs $3M annually in lost billable hours, but unstructured exit data doesn't reveal root causes. You can't tell if departures are due to promotion stagnation, compensation, or burnout until you've lost 20+ consultants to competitors offering partner-track roles.

Add an option for departing employees to submit anonymously to increase honest feedback, especially useful when feedback is sensitive.

Include fields for department, tenure length, and position level to enable segmentation analysis of exit data by role or team.

Trigger exit interview automatically when employee status changes to "terminated" or "resigned" via HRIS integration.

Include optional questions comparing current experience with previous employers to benchmark your organization.

Add a checkbox for departing employee to consent to follow-up conversations, enabling deeper insights when needed.

Push exit interview data to HR analytics dashboard (Tableau, Power BI) for trend analysis and retention reporting.

Update Retention Dashboard in Real-Time

When exit interview is submitted, automatically aggregate data into retention analytics dashboard (Tableau, Power BI). Track trends: "Manager ratings <3 correlate with 60% turnover" or "Compensation cited in 40% of Q3 departures." Dashboard updates instantly—no manual data entry.

Alert Manager on Departure Feedback

When departing employee provides manager feedback (managerRating <3 or managerFeedback text), automatically email manager with anonymous summary: "Exit interview mentions management concerns about communication style." Help managers improve without naming names.

Create Retention Improvement Tasks

When departure reason is "Compensation" (compensationRating <3) or "Management Issues" (managerRating <3), automatically create tasks for HR team: "Review compensation for engineering team—3 departures cite low pay" or "Address management concerns for Sales department—2 departures mention micromanagement."

Add to Alumni Network for Boomerang Hires

When departing employee indicates they'd consider returning (returnInFuture = true), automatically add them to alumni network with departure date, last role, and ratings. Enable boomerang hires by maintaining relationships—alumni often return after gaining experience elsewhere.