The exit interview no one runs but everyone needs
Most exit interviews collect nothing useful. Here's the version that actually changes how you hire next.
Most exit interviews collect nothing useful. Here's the version that actually changes how you hire next.
Run it 30 days after they leave
The week they leave is the worst time to interview them. Run it a month later, by phone, with someone who didn't manage them. The answers change completely.
Three questions
When did you first start thinking about leaving? What would have made you stay? What should we change about how we hired you?
Aggregate, don't fix individually
A single exit is data. Five exits in a year is a pattern. Look for the pattern, then act on it.
More from the Spinwell blog
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For FoundersEquity for early hires: a non-lawyer's guide for founders
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