Exit Interview Analysis

Find Out Why People Are Leaving
Before It Becomes Your Biggest
Retention Problem

Most exit interviews produce polite non-answers. Structured exit intelligence programs produce the honest data you need to understand why high performers are leaving — and what you can actually do about it.

77%
of voluntary turnover is preventable, according to Gallup
32%
of employees give honest exit interview feedback to their manager
3–6 months
average lag between departure cause and management awareness
$5,000–$25K
cost range of a single preventable voluntary departure
Why Standard Exit Interviews Don’t Work

People Don’t Tell Their Manager Why They’re Really Leaving.

When employees complete exit interviews administered by their direct manager or HR — who they’re still working for — they give safe answers. “I found a better opportunity.” “Career growth.” They rarely say the manager was the problem.

✓Third-party administered exit interviews for candid, unfiltered responses
✓Structured interview guides with probing questions beyond surface-level reasons
✓Pattern analysis across multiple departures to identify systemic vs. individual issues
✓Manager-level and department-level trend reporting
✓Action recommendations based on identified departure drivers
“

After six months of exit interviews with Catapult as the third party, we discovered that 60% of our departures were from one manager’s team. Our own exit interviews had never surfaced it.

H
HR Director
Nonprofit, 280 employees

What Exit Intelligence Reveals

The real reasons people leave — and what to do about them.

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Third-Party Administration

Catapult HR administers exit interviews independently, producing more candid responses than internal processes.

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Structured Interview Guides

Consistent question frameworks that allow apples-to-apples comparison across cohorts and time periods.

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Pattern Analysis

Aggregate analysis of multiple exits to identify themes — not just individual anecdotes.

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Manager-Level Reporting

Identify which managers are correlated with departure patterns — the data HR needs to act.

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Trend Tracking

Month-over-month and quarter-over-quarter departure driver analysis to detect emerging issues early.

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Retention Recommendations

Specific, actionable recommendations based on what exit data reveals — not generic retention tips.

Stop Learning Why People Left After It’s Too Late.

Exit intelligence is the closing loop your engagement strategy needs. What you learn from departures prevents the next ones.