Exit interview form
An exit interview form captures structured feedback from an employee on their way out — why they are leaving, what the company did well, what could improve, and whether they would recommend it as an employer. Leaving the name field optional lets employees speak candidly without worrying about the answer being tied to them.
The form beside this text is live. Fill it in and submit it — it validates exactly as it would for a real respondent, and saves nothing.
Optional name field enables candour
Employees who want recognition can provide their name; those who want to speak freely leave it blank. The most useful feedback is often the anonymous kind.
Reason dropdown surfaces retention patterns
Export to CSV and sort by reason for leaving; if the same reason keeps appearing, that is a pattern worth acting on rather than a single opinion.
No card required.
Exit Interview
Live previewHow to build this form
5 steps in the editor. Nothing here needs a paid plan.
- Add an optional text field for the employee's name, so they can give candid feedback without it being tied to them.
- Add a text field for role and department, so feedback can be grouped by team.
- Add a dropdown for the primary reason for leaving.
- Add two textareas: what the company did well, and what could improve.
- Add a rating field for likelihood to recommend the company as an employer.
Fields in this form
6 fields, using 4 of the 19 field types available.
| Question | Field type | Required |
|---|---|---|
| Your name (optional) | Short text | Optional |
| Role and department | Short text | Yes |
| Primary reason for leaving | Dropdown | Yes |
| What did the company do well? | Long text | Yes |
| What could improve? | Long text | Yes |
| Likelihood to recommend this company as an employer | Rating | Yes |
What goes wrong with this form
Specific to a exit interview form, not general advice about forms.
Requiring the employee's name
A mandatory name field discourages candour about management or culture issues. Make it optional — the most useful feedback often comes anonymously.
No role or department field
Without it you cannot sort feedback by team, and a management issue pervasive in one department will look scattered across the whole company.
Conducting the exit interview after they have already left
Send it during the employee's last week. Once someone has left, response rates drop sharply because they have moved on mentally and logistically.
Questions about this form
Should exit interviews be anonymous?
Make the name field optional — employees can stay anonymous to be candid, or provide their name if they want recognition or follow-up. One form handles both.
What reasons should I offer?
Common options: better opportunity, relocation, compensation, management, work-life balance, lack of growth. Customise the dropdown to match your organisation.
How do I act on exit feedback?
Export to CSV and sort by reason. A single departure is one opinion; the same reason repeated across several exits is a signal to address the underlying cause.