What should an exit interview ask?

Why they're leaving, how they'd rate the overall experience, what would have changed their mind, and whether they'd recommend the company — four questions that separate a fixable process problem from someone who was simply ready to move on.

Should exit interviews be anonymous?

Anonymity gets you more honesty, but a named exit interview lets you follow up directly on serious issues like a bad manager. Many companies offer both and let the departing employee choose.

When should an exit interview be sent?

In the last week, after the departure is confirmed but before the final day — there's nothing left to protect by staying quiet, but the memory is still fresh.

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Exit Interview Form

Free exit interview form template. Ask departing employees why they're leaving, rate their experience, and gather honest feedback for leadership.

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Free to use. No credit card required.

Fields included

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Job Title
Text input• Required
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Length of Employment
Text input• Required
o
Primary reason for leaving
Single choice• Required
*
How would you rate your overall experience here?
Star rating• Required
=
What could we have done differently?
Long text
o
Would you recommend working here to a friend?
Single choice• Required
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Any other feedback for leadership?
Long text

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This is the exact experience your respondents get — one question at a time, with the AI adapting each question to your answers and validating them as you go. Clone it to add your branding, logic, and response analytics.

Why each question earns its place

Primary reason for leaving: Structured options, not free text — you need a chartable pattern across exits, not a pile of individually-worded stories.
How would you rate your overall experience: One rating that separates 'this role wasn't the right fit' from 'something here is actually broken'.
What could we have done differently: The retention question — free text on purpose, since the specific fix rarely fits a dropdown.
Would you recommend working here: A referral question is the cleanest proxy for genuine sentiment an employee will give you on the way out.

Best for

Hiring teams screening candidates with a focused application flow.
Small teams that need useful context before scheduling interviews.
Recruiters who want a candidate-friendly first step.

Why use this template

This template gives you a ready-to-edit conversational flow, so you can publish faster while still collecting the context a static form often misses. Start with the included fields, then adjust labels, required fields, and AI-powered follow-ups inside SiliForm.

Frequently asked questions

What should an exit interview ask?: Why they're leaving, how they'd rate the overall experience, what would have changed their mind, and whether they'd recommend the company — four questions that separate a fixable process problem from someone who was simply ready to move on.
Should exit interviews be anonymous?: Anonymity gets you more honesty, but a named exit interview lets you follow up directly on serious issues like a bad manager. Many companies offer both and let the departing employee choose.
When should an exit interview be sent?: In the last week, after the departure is confirmed but before the final day — there's nothing left to protect by staying quiet, but the memory is still fresh.

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