Exit survey software and exit interview software for honest answers
Asked is exit survey software that replaces the scheduled exit interview with a short link. Departing employees answer open questions by typing, speaking or recording a short video, and AI transcribes every answer, groups the reasons people leave into themes and pulls the quotes HR needs for the leadership review. Plans start at $49 a month, with respondents never counted as seats.
Why most exit interviews tell you so little
A classic exit interview is a 30 minute meeting in the last week, often with the manager the person is leaving because of. People keep it polite, say "a better opportunity" and move on. The notes end up in a folder nobody reads, and after a year HR still cannot say whether pay, workload or one specific team drives turnover.
Exit interview software fixes the logistics, but a form with a rating scale and an empty comment box has the same problem in a new place. Most people skip the comment box. What they would say out loud to a colleague on the way out rarely makes it into a text field.
- Departing staff answer when it suits them, on a phone, without a meeting on the calendar.
- They can speak for a minute instead of writing a paragraph, which gets longer and more specific answers.
- Text always stays available for anyone who prefers not to record.
- Every answer lands in one place, transcribed and searchable, instead of in interview notes spread across managers.
What Asked does for exit surveys and exit interviews
- Open questions answered by text, voice note or video in the browser, with no app and no account.
- Rating, 0 to 10, multiple choice and yes or no questions for the reason to leave, likelihood to return and eNPS style scores.
- An optional AI follow-up that asks one more question when an answer is vague, such as "what would have made you stay?"
- Automatic transcripts for every voice and video answer.
- Themes across all exit answers, such as manager, pay, workload, growth, tools or schedule, each with the quotes behind it.
- Sentiment on each answer and a one-page summary per survey, ready to share.
- Roles in the workspace (owner, editor, viewer) so only the People team sees the raw answers.
- Retention setting per survey and deletion on request, including recordings and transcripts.
- Export to CSV and PDF on every plan, and webhooks for new answers on Business and up.
Write the goal of your exit survey
Type what you want to learn, for example "why engineers leave in their first year" or "what we could have done to keep store managers". Asked drafts the questions with the answer formats already set. You can reuse wording from our guide to exit survey questions.
Decide who sees names
Choose whether the survey asks for a name, a team, a tenure band or nothing at all. Say on the first screen what you collect and who reads the answers, because people answer more openly when they know.
Send the link in the last two weeks
Share the link by email invite or add it to your offboarding checklist. Many teams also send a second short survey 60 to 90 days after the last day, when people speak more freely about the old job.
Read the themes, not every recording
Open the summary to see the top reasons people leave, how often each one comes up and the quotes behind it. Filter answers by theme or question, and add a team or tenure question to the survey if you want to see where a problem sits.
Who buys exit survey software
- People Ops teams at companies with 50 to 1,000 employees who lose a few people a month and want a pattern, not anecdotes.
- HR leaders at retail, logistics, healthcare staffing and hospitality businesses where frontline staff will speak a voice note but will not fill in a long form.
- Engineering and product leaders who want to know why senior people leave before the next round of exits.
- HR consultants who run exit programs for several clients and need a clean report per client.
If exit answers keep naming weak training in the first months, pair the survey with a corporate training platform and track whether the theme shrinks over the next quarter.
Exit interview options compared
| Approach | Live exit interview | Generic form builder | Asked exit survey software |
|---|---|---|---|
| Time from HR per leaver | 30 to 60 minutes | A few minutes | A few minutes |
| Answers by voice or video | Yes, in the meeting | Text and choices | Text, voice and video in one survey |
| Works for frontline and remote staff | Hard to schedule | Yes | Yes, on a phone |
| Reasons grouped across all leavers | Manual, from notes | Manual, from exports | Automatic themes with quotes |
| Same questions for every leaver | Depends on the interviewer | Yes | Yes |
| Cost | HR time | Low per seat | From $49 a month per workspace |
A live conversation still makes sense for senior leaders or sensitive cases. For everyone else, a consistent exit survey gives you the numbers and the reasons in one report.
Anonymous or named exit surveys
Asked does not ask for identity unless you add a question for it. You can run a fully anonymous exit survey, ask only for the department, or ask for the name when you plan a follow-up call. Voice and video answers carry a voice or a face, so tell people that a text answer is equally welcome. Each survey has its own retention setting, and answers can be deleted when someone asks. Business and Enterprise add an audit log, and Enterprise adds SSO with SAML. Details are on the survey data security page.
Exit survey software pricing
Respondents never count as seats, so a company losing 20 people a month pays for the People team, not for every leaver. Starter is $49 a month or $24 billed yearly with 500 responses and 60 transcription minutes. Growth is $129 a month or $64 billed yearly with 2,500 responses, 300 minutes and 5 seats, which covers exit, onboarding and pulse surveys for most mid-size companies. Business is $299 a month or $149 billed yearly with 10,000 responses, 15 seats and the audit log. See every limit on survey software pricing.
FAQ
Exit interview software collects structured feedback from employees who are leaving, through a survey link instead of, or alongside, a live meeting. Good tools keep the same questions for every leaver, protect who sees the answers and report the main reasons for turnover across the whole company, not one conversation at a time.
Exit interviews do not have to be anonymous, but they should be confidential, and people should know who reads them. Anonymous surveys usually get more candid answers about managers and pay. In small teams, answers can still be identifiable, so report themes and quotes in groups rather than per person.
HR or a neutral person outside the reporting line should run them, not the direct manager. With exit survey software the question set is the same for everyone, and only the People team sees raw answers, which removes the awkward conversation with the person the employee may be leaving because of.
Send it in the last one or two weeks of employment, after the notice is given and the handover is planned. A second, shorter survey 60 to 90 days after the last day often gets more honest answers, because the person no longer depends on a reference.
Put every answer in one structured place, group the reasons into recurring themes, count how often each theme comes up and read the quotes behind the biggest ones. Asked does the transcription and grouping automatically, so HR can filter answers by theme or question, compare one quarter with the next and bring evidence to leadership.
Asked starts at $49 a month, or $24 a month billed yearly, with every plan including voice and video answers and AI themes. Pricing is per workspace, so departing employees never count as paid seats. Larger companies usually choose Growth at $129 a month or Business at $299 a month.
Find out why people really leave
Type the goal of your exit survey and Asked drafts the questions, ready to send to your next leaver today.