AI Exit Interviews
Find out why your people actually quit.
Goodfit puts an AI counselor on the phone with every departing employee — and follows up on WhatsApp when calls don't connect. You set the questions. It hands you honest answers and a retention plan built from them.
Trusted by HR teams at 200+ companies
The problem
You rarely hear the real reason people leave.
The exit is when employees have nothing to lose, yet it's when most companies collect their least honest data.
Surveys go unanswered
Written exit forms get skipped or half-filled because nobody owes a form their honesty. Response rates crater and the data is too thin to act on.
HR calls get guarded answers
Nobody burns a bridge on the way out. When the interview is led by the company itself, you get polite, sanitized reasons instead of real ones.
Patterns arrive too late
By the time attrition shows up in your dashboard, the people and their reasons are already gone — and so is the chance to intervene.
Why it matters
Attrition you can't explain is attrition you can't prevent.
Manager pressure, stalled growth, and work timings top most attrition lists — all things you could have fixed. Every unexplained exit is replacement cost spent learning nothing.
Controllable vs uncontrollable attrition
Goodfit quantifies this split from your own interviews, so you point retention budget where it moves the needle instead of where the loudest anecdote points.
How it works
From resignation to retention plan, on your terms.
Set the questions once. Every new leaver flows through the pipeline without anyone on your team chasing calls or compiling spreadsheets.
Share
Send your leavers list as a simple spreadsheet — name, phone, role, department, last working day. Goodfit takes it from there.
Reach
The AI counselor phones each person and runs an adaptive interview. Retries, callbacks, and WhatsApp follow-ups happen automatically.
Analyze
Every conversation is scored the same way: reason for leaving (up to three, ranked), eNPS, satisfaction ratings, quotes — and red flags.
Report
You get per-employee PDFs plus a board-ready org report with a retention action plan you decide how to run.
01 · The interview
An AI counselor on a real phone call.
People open up in conversation because a neutral voice asking thoughtful follow-ups feels nothing like filling out a form for the employer they're leaving. Every call still runs on the questions you wrote.
Natural and adaptive: it works through your questions, probes with follow-ups, and tracks what has been answered — so nothing on your list gets skipped.
Neutral by design: it never argues or defends the company, and it handles sensitive moments with care. People finish the call feeling heard, not processed.
Confidential, with consent: every call opens with a clear confidentiality note, and one “no” is enough — opt-outs are honored instantly and never redialed.
Recorded and transcribed: every call is stored with a speaker-tagged transcript you can read and audit — nothing gets summarised away.
AI Counselor
You mentioned workload a couple of times. Did that change recently, or was it always like this?Employee
It got worse after two people on my team left and nobody was backfilled.AI Counselor
Got it. On a scale of 0 to 10, how likely are you to recommend working here to a friend?02 · Your script
You own the interview.
The questions are yours to design — Goodfit runs whatever you build, and holds the line on confidentiality and care no matter what the script says.
Scripted or free-flowing: fix the exact wording of every question, or give the AI guidance and let it adapt — with a hard cap on how deep follow-ups go.
Up to three reasons per person: primary, secondary, and tertiary reasons are captured and mapped to one consistent taxonomy, so patterns roll up cleanly across hundreds of exits.
A template per population: field staff, corporate, managers — each exit type can run its own script without rebuilding anything.
Guardrails built in: confidentiality stated up front, no arguing with feedback, graceful handling of sensitive topics — on every call, regardless of script.
Exit interview templates
03 · Reach
Response rates die on unanswered calls. Goodfit is built to connect.
You set the retry rules and working hours once. The system does the chasing so nobody on your team has to.
Exit calls · engagement funnel sample data
Automatic retries: up to three call attempts, spaced hours apart, and always inside working hours — nobody gets a 9pm call.
Callback capture: if someone says "call me tomorrow at 4," the AI understands, confirms it back, and dials on time.
WhatsApp when calls don’t land: a short series of follow-ups, each asking for less: finish the interview right in the chat — typed or as voice notes — book a callback slot, or just leave a score. Then it stops, politely.
Nothing slips through: every attempt lands on a complete timeline with a live status per person, so you always know exactly where each exit stands.
04 · Analysis
Hundreds of calls become one clear picture.
Every conversation is scored the same way: up to three ranked reasons for leaving, eNPS, satisfaction across pay, manager, growth, workload, and culture, what they liked and disliked most, and where they're going next. Serious issues — harassment, abuse — are red-flagged immediately with severity and a short narrative. Slice everything by business unit, department, grade, gender, region, tenure, month, or manager, and export to CSV.
Overall eNPS
+18
▲ 6 vs last quarter
Top attrition driver
Manager pressure
Controllable attrition
64%
of all exits this period
Sample data for illustration
05 · Reports
Two reports: one for the employee file, one for the boardroom.
Org-level insights report
Export it for any date range and walk into your leadership review with the plan already in your name.
- →Overall eNPS with breakdowns by unit, region, tenure, and manager
- →Coverage funnel: everyone reached, everyone not, and why
- →Controllable vs uncontrollable attrition split
- →What HR was told vs what people actually said — the honesty gap
- →A retention action plan: immediate moves and structural fixes
Per-employee exit report
A downloadable PDF for every single departure.
- →Ranked reasons for leaving, with their words as evidence
- →Red-flag alert with a short narrative when something serious came up
- →Satisfaction ratings, full transcript, and the call recording
The payoff
The reasons are just the start. You also get the fix.
Goodfit drafts the retention plan from your employees' own words, split into moves you can make now and changes worth building. You decide which ones to run and take the credit for running them.
IMMEDIATE · 30 TO 90 DAYS
Targeted moves you can make now
Manager coaching where pressure clusters, retention conversations for at-risk teams, and quick fixes to the specific drivers your leavers named.
LONG-TERM · STRUCTURAL
Systemic recommendations
Career-pathing, compensation bands, and workload and timing policy, prioritized by how much attrition each change would prevent.
Languages
Meet people in their own language.
Candid answers shouldn't depend on speaking the head-office language. Every call opens in English and asks which language the person prefers — and switches mid-call the moment someone asks.
12
Indian languages supported
Mid-call
Switch languages any time, no restart
eNPS
Spoken numbers understood in any language
Why Goodfit
Why it works where surveys and HR calls don't.
A real conversation
Spoken answers to a neutral third party get you honesty a company-led form never will, because there's no bridge to protect.
Connects when others can't
Retries, callback capture, and a WhatsApp fallback push response rates up where surveys flatline. Most non-response is a connection problem, and connection problems are solvable.
Walk in with answers
eNPS, cross-tabs, and a prioritized action plan come out of the box, so you walk into the leadership review with the plan already in your name.
Built for the whole workforce
12 Indian languages and a WhatsApp path mean your frontline and field staff get heard the same way HQ does.
Goodfit AI Exit Interviews
Turn every exit into your retention roadmap.
See Goodfit run on your own departures and hand you the plan you take to the board.