Outsourced online talent exit interviews

Better insights. Better analytics. Better talent decisions.

The effectiveness of any exit interview (EI) process should be measured by the insights it provides and the positive workplace changes it leads to.


Texit™ can become your most valued talent insight and data-driven decision tool, and help you with your unique employment value proposition (EVP) and employer brand.

What are the real reasons why your employees leave? What were their experiences working there? Where are they going next? What is your employment value proposition and employment brand? Would and can they stay connected? What are the trends and red flags?

Texit asks the right questions, so you can get the insights your business needs

How your business could benefit from Texit™


Saves time for leaders or HR to administrate and conduct interviews that will cover all questions and answers, and to consolidate feedback.

Note: An outsourced exit interview should never replace an open discussion between a manager and an employee who has just given notice.


User-friendly reports, and consolidated demographical analysis and reports will provide the insights, patterns and trends for data-driven talent recruitment, engagement, retention and risk management decisions.


The intelligent and drill-down questions cover a wide scope of important feedback from departing employees. By asking the right questions, insights emerge about the employees’ workplace experiences, engagement, decision-making and the Employment Value Proposition (EVP).


Individual and consolidated analytics and reports can easily be shared with key stakeholders and decision makers.


The survey is accessible for completion from any device anywhere and at any time (even after employee exit if we have their personal email address). Responses could be collected faster and on a larger scale. Response rates will increase with automated completion tracking and reminder emails.

The survey is powered by the globally reputable Qualtrics survey platform.


Biographical questions can be customised to meet your specific reporting needs – e.g. your Departments.

Optional: Client customisation of the questionnaire (additional cost).


Employees are more likely to provide open and honest feedback, because they know it is outsourced, runs online, feedback would not be filtered, and confidentiality will be ensured.

Open feedback could further increase if the survey is completed after departure.


Demonstrate to the departing employee that their views and inputs matter, and that you are serious about considering their feedback.

As part of the survey experience, employees could also be connected to your Alumni network, if applicable.

Imagine how you could benefit if you find out your insights from your exit interviews told an important (or the same) story

Change starts with a clear understanding of where you are

Exit interviews are the most useful tool for understanding why people leave

It can also be a useful tool to better understand the departing employee’s experiences and engagement before their decision to leave, as well as their recommendations to improve the workplace and how the organisation needs to change.

The Current State Of Exit Interviews

Globally, the state of exit interviews are that:

  • Many companies do not conduct exit interviews.
  • Some companies do not consolidate, analyse or interpret interview data.
  • In the majority of organisations it is the HR department who handles the process as an administrative duty. Only in a few companies it is the departing employee’s direct supervisor who will conduct the interview.
  • Exit interview feedback, reports, or consolidated data or findings are often not shared with senior decision makers or anyone who is in the position to quickly act on flags being raised.
  • Companies or leaders rarely act on the insights from exit interviews. Thus the perception that exist interviews are mostly talk with little follow-up.
  • The strategic value of exit interviews are ignored.
  • It fail to improve retention or provide any useful information or insights.
  • Data from exit interviews are not turned into predictive analytics.
  • People are sometimes less open when they on their way out of the company for many reasons. They could feel whatever they share won’t matter, or they don’t want to say anything negative about or to their boss because they know they might need a reference at any time in future, or they might feel pressed for time during the exit process and don’t feel motivated to take the time to explore their feelings and decision to leave.
  • Some organisations use a exit questionnaire to steer away from having meaningful retention conversations with employees who have decided to look for other opportunities.
  • Most managers and organisations think the main reason why people leave is money, whereas research consistently suggests other reasons.
  • Exit interviews are rarely used to show gratitude to departing employees and to treat them as potential customers and ambassadors of the employment brand.

Through participation in Texit outsourced talent exit interviews, your business will be able to address all of the above.

The Texit™ Process

  1. Contact us for a subscription plan that would work best for your business
  2. Subscribe and from there we will do most of the work
  3. You send us the email address and a few details of the employee about to exit
  4. We send invitations to the employee to complete the survey
  5. We track survey completion and send reminder emails
  6. We analyse data through automated survey software
  7. We will generate individual and consolidated reports as subscribed to, and/or as and when requested
Contact Us

Feel free to contact us with regards to any queries

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