Exit Interview Collection
Async video exit interviews let people speak freely on their own time. AI sentiment analysis reveals what diplomatic words hide — frustration, sadness, or genuine satisfaction.
Compared to in-person exit interviews with HR present
Video Forms14-day trial · No credit card
Sound familiar?
“You're losing your best people and the real reasons stay hidden behind "I found a better opportunity."”
Step-by-Step Guide
How does it work?
Video FormsDesign a confidential exit form
Create a form with 5-7 open-ended video questions. The async, private format encourages honesty that live interviews never get.
Start with a sincere intro video from a senior leader (not the departing employee's direct manager) emphasizing that feedback is confidential
Use video-record elements for emotional questions: "What would you change about your team?" — facial expressions reveal more than typed answers
Add Rating elements for quick quantitative data: management quality (1-5), work-life balance (1-5), growth opportunities (1-5)
Conditional logic: if management rating < 3, ask follow-up video question: "Can you tell us more about your experience with your manager?"
Configure exit-specific AI analysis
Set AI Config to look for specific departure signals — not just general sentiment, but the real reasons people leave.
Configure analysis criteria: "Evaluate mentions of management quality, compensation concerns, growth opportunities, work-life balance, and team dynamics"
Emotion detection catches what words hide: someone saying "it was fine" with frustrated tone → AI flags as negative despite positive words
Frequent words extraction across all exit interviews: if "micromanagement" appears in 40% of engineering exits → systemic issue identified
Auto-trigger on resignation
When an employee's status changes to "leaving" in your HRIS, the exit form goes out automatically — during their notice period, on their own time.
Zapier: HRIS status change → send exit form link via email with personalized message
Webhook pushes results to HR dashboard: sentiment score, emotion label, AI summary, transcript — all searchable and filterable
Email notification to HR head when sentiment is "angry" or "frustrated" — immediate attention for potential reputation risk
Track exit sentiment by department quarterly. If Q1 engineering exits average 70% negative sentiment but Q2 drops to 30% after management changes — you can measure the impact of your interventions.
Connect with your existing tools
Automatically route responses to your CRM, project management, and communication tools.