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.
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.
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.
What Exit Intelligence Reveals
The real reasons people leave — and what to do about them.
Third-Party Administration
Catapult HR administers exit interviews independently, producing more candid responses than internal processes.
Structured Interview Guides
Consistent question frameworks that allow apples-to-apples comparison across cohorts and time periods.
Pattern Analysis
Aggregate analysis of multiple exits to identify themes — not just individual anecdotes.
Manager-Level Reporting
Identify which managers are correlated with departure patterns — the data HR needs to act.
Trend Tracking
Month-over-month and quarter-over-quarter departure driver analysis to detect emerging issues early.
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.