Conduct structured exit conversations that surface patterns human interviewers miss. Identify systemic issues before they drive the next departure. Transform separation data into actionable insights—on your infrastructure.
"We lost six engineers in one quarter to the same manager. The exit interviews said 'better opportunity.' We didn't connect the dots until engineer seven told us the truth."
— VP of People, Series C Startup
Deploy an AI analyst that conducts every exit conversation with consistency, surfaces patterns across departures, and turns attrition data into retention action.
People are more candid with AI than with HR colleagues. No fear of burning bridges. No awkward silences. The agent asks follow-up questions humans hesitate to ask and gets answers humans don't get.
Aggregates themes across all departures. Spots correlations humans miss: specific managers, teams, tenure bands, or role types with elevated attrition. Turns anecdotes into data.
Doesn't just collect data—interprets it. Flags emerging issues before they become crises. Recommends specific interventions. Routes insights to the people who can act on them.
Resignation entered in HRIS. Agent automatically schedules exit conversation within 48 hours.
Structured conversation via chat or voice. Adaptive follow-ups based on responses. Comfortable, confidential environment.
Extracts themes, sentiment, and root causes. Cross-references with historical patterns and organizational data.
Routes insights to relevant stakeholders. Flags urgent patterns. Feeds retention dashboards automatically.
Your engineering attrition is 2x company average. HR suspects a manager problem but departing employees won't name names.
"Analysis of 14 engineering departures over 18 months shows 9 reported 'lack of psychological safety' and 'micromanagement.' 7 of 9 reported to the same skip-level. Tenure-to-departure correlation: employees under this manager leave 40% faster than department average."
Senior engineers keep leaving for "better opportunities." You suspect compensation but need data to justify budget increases.
"78% of senior engineer departures (L5+) in past 12 months cited compensation as top-3 factor. Average reported salary increase at new role: 23%. Most common destination companies: [Company A], [Company B], [Company C]. Concentrated in Platform and Infrastructure teams."
High performers at the 2-3 year mark are leaving at elevated rates. They cite "growth opportunities" but you have a promotion process.
"Employees with 2-3 year tenure cite 'unclear promotion criteria' (67%) and 'no visibility into timeline' (54%). Sentiment analysis shows frustration peaks around annual review cycle. Common phrase: 'I don't know what I need to do to get promoted.'"
You acquired a company 6 months ago. Attrition from the acquired team is spiking. Leadership says "integration is going well."
"Acquired team departures show consistent themes: 'culture mismatch' (82%), 'lost autonomy' (71%), 'don't recognize the company anymore' (65%). Sentiment toward acquiring company leadership: predominantly negative. Key trigger: mandatory process changes in month 4."
Consistent question framework across all departures. Adaptive follow-ups based on responses. Multiple modalities: chat, voice, async.
Automatically categorizes feedback into actionable themes: compensation, management, growth, culture, work-life balance, and more.
Identifies correlations across departures: manager, team, tenure, role, location. Surfaces systemic issues from individual feedback.
Measures emotional intensity behind feedback. Distinguishes mild dissatisfaction from deep frustration. Tracks sentiment trends over time.
Triggers notifications when patterns exceed thresholds. Routes urgent issues to appropriate stakeholders. Configurable escalation rules.
Real-time visibility into attrition drivers. Historical comparisons. Drill-down by department, tenure, level, and more.
Auto-triggers on resignation. Enriches analysis with employee data: tenure, performance ratings, manager history, compensation band.
Aggregates insights without exposing individual responses. Configurable anonymization thresholds. Audit trail for access.
Auto-generated reports for leadership. Key themes, recommended actions, and trend context. Board-ready attrition analysis.
A clear charter, defined triggers, and agreed levels of human oversight—structured for enterprise deployment.
Inputs – Resignation notifications, employee data (tenure, role, manager, performance), interview responses, historical attrition data
Outputs – Structured interview transcripts, theme analysis, pattern reports, trend dashboards, executive summaries, retention recommendations
Escalate to HR Leadership when: legal concerns mentioned (harassment, discrimination), safety issues raised, executive-level departures, patterns exceed critical thresholds
Pay once. Own the asset. Full source code on Google ADK. Deploy, modify, extend.
Exit feedback is deeply sensitive. Every response stays on your infrastructure. No external processing.
Security updates, model compatibility, and HRIS connector maintenance. You own agents; you subscribe to safety.
Add custom interview questions, organization-specific themes, and tailored alert rules.
Deploy the Departure Insights Analyst on your infrastructure. Turn every exit into intelligence. Fix issues before the next resignation.
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