Exit Interview Script: 9 Science-Backed Lines That Protect Your Reputation

You’ve quit your job and accepted a position elsewhere. Your employer asks you to participate in an exit interview before your last day, and you want to leave on good terms without burning bridges.

But how honest should you actually be? And what happens if you say the wrong thing?

Here’s what research reveals: 28% of new hires are “boomerang employees”—people returning to a company they previously left, often with a 25% pay increase^{1https://www.visier.com/blog/boomerang-employees-make-a-comeback/}. That former boss you’re tempted to criticize? They might be reviewing your application in three years.

These trends matter more than ever. The Great Resignation saw millions of workers voluntarily leaving their jobs, fundamentally shifting workplace dynamics. Whether you’re pursuing a new job for better pay, escaping a difficult working environment, or simply seeking growth, how you handle your exit interview shapes your professional future.

This guide breaks down exactly what to say (and what to avoid) so you can provide useful feedback while protecting your professional reputation.

• What is an exit interview?
• Who is involved?
• What will they ask?
• How honest should you be?

What Is an Exit Interview?

An exit interview is a structured conversation between a departing employee and a company representative—typically HR, a senior manager, or sometimes a third-party firm—conducted after a resignation and before the employee’s last day.

Companies use exit interviews to understand why employees leave, identify patterns in turnover, and gather feedback on company culture. For employers facing talent shortages, this data is valuable. The value of exit interviews for a firm extends beyond simple feedback—it helps organizations reduce costly turnover and improve employee retention strategies.

From the departing employee’s perspective, exit interviews offer a chance to share insights that could improve conditions for colleagues who remain. However, you’re under no obligation to participate. Unless your employment contract specifically requires it, exit interviews are generally voluntary. Many former employees choose to participate to maintain positive relationships and keep doors open for future opportunities.

A Pew Research Center survey found that workers who left jobs in 2021 cited these top reasons:

• Low pay (63%)
• No opportunities for advancement (63%)
• Feeling disrespected at work (57%)

In an ideal workplace, companies use this feedback to adjust compensation, create advancement pathways, and improve management practices. After all, employee retention carries a steep price tag. SHRM’s 2022 benchmarking data^{2https://www.shrm.org/topics-tools/news/talent-acquisition/real-costs-recruitment} shows the average cost per hire is approximately $4,700—and total costs (including lost productivity) can reach 3-4x the position’s salary.

We break down these questions and more to help you successfully prepare for and navigate the exit interview process.

What Is an Exit Interview?

An exit interview is a structured conversation between a departing employee and a company representative—typically HR, a senior manager, or sometimes a third-party firm—conducted after a resignation and before the employee’s last day.

Companies use exit interviews to understand why employees leave, identify patterns in turnover, and gather feedback on company culture. For employers facing talent shortages, this data is valuable. The value of exit interviews for a firm extends beyond simple feedback—it helps organizations reduce costly turnover and improve employee retention strategies.

From the departing employee’s perspective, exit interviews offer a chance to share insights that could improve conditions for colleagues who remain. However, you’re under no obligation to participate. Unless your employment contract specifically requires it, exit interviews are generally voluntary. Many former employees choose to participate to maintain positive relationships and keep doors open for future opportunities.

A Pew Research Center survey^{3https://www.pewresearch.org/short-reads/2022/03/09/majority-of-workers-who-quit-a-job-in-2021-cite-low-pay-no-opportunities-for-advancement-feeling-disrespected/} found that workers who left jobs in 2021 cited these top reasons:

• Low pay (63%)
• No opportunities for advancement (63%)
• Feeling disrespected at work (57%)

In an ideal workplace, companies use this feedback to adjust compensation, create advancement pathways, and improve management practices. After all,employee retention carries a steep price tag. SHRM’s 2022 benchmarking data^{2https://www.shrm.org/topics-tools/news/talent-acquisition/real-costs-recruitment} shows the average cost per hire is approximately $4,700—and total costs (including lost productivity) can reach 3-4x the position’s salary.

Who Conducts the Exit Interview?

Depending on company policy, your exit interview might be conducted by:

• A human resources representative
• A senior manager or director
• Your direct supervisor’s manager
• A neutral third-party organization

Why this matters for your honesty level: Research from the Work Institute^{4https://workinstitute.com/} shows that 40-63% of employees change their stated reasons for leaving when interviewed by a confidential third party versus internal HR. Employees instinctively recognize that internal interviews carry more risk to future references.

Note: If a third-party firm sends you a confidential survey link, you can generally be more candid than in a face-to-face meeting with your boss’s boss.

How Honest Should You Be in an Exit Interview?

Don’t air unfiltered complaints in your exit interview if you want to be remembered positively.

This isn’t about being fake. It’s about recognizing the power dynamics at play. As researchers Giacalone and Duhon noted in their study on exit interview psychology: “The exiting employee is undoubtedly very reluctant to be honest… [due to] fear of retribution or desire for a future positive reference.”

The honest feedback paradox: Companies genuinely want candid insights to improve, yet the departing employee risks burning bridges by providing them. The solution? Frame your honest feedback as constructive feedback. Instead of saying “My manager was terrible,” try “The team would benefit from more regular check-ins and clearer communication from leadership.”

A practical rule: Share feedback that could help other employees or improve the company—framed constructively. Save the venting for a trusted friend after you’ve left the building.

9 Common Exit Interview Questions (With Sample Responses)

Every organization approaches exit interviews differently, but these nine questions appear most frequently. Use these scripts as starting points, adjusting for your specific situation and relationship with the interviewer.

1. What is your reason for leaving?

You can be sincere and appropriately vague at the same time. You don’t need to disclose personal details if you’re uncomfortable.

If you’re leaving for better pay:

“I’ve grown a great deal at [company name] and appreciate what I’ve learned. I’m pursuing a new job with a more competitive salary.”

If you’re relocating:

“I’ve decided to relocate with my family and hope I can count on a positive reference to assist in my job search.”

If you’re leaving for career advancement:

“[Company] has taught me a lot, and I would have liked to further my career here. Another organization approached me about a position that will expand my professional opportunities.”

If you’re changing industries:

“I’ve realized I greatly value [autonomy/flexibility/collaboration], and moving into a different industry allows me to pursue that.”

What NOT to say:

“This place is poorly managed.”

“This is a toxic workplace.”

“You don’t pay me enough to deal with these people.”

2. What are your thoughts about management and opportunities for improvement?

How direct you want to be depends on your relationship with the interviewer and your future plans. Consider whether you might ever return to this company or industry.

If you want to offer constructive feedback:

“Management provided direction on production goals, but it would be beneficial to hear more about the company’s vision from top leadership at quarterly meetings. Our team sometimes felt directionless.”

If the culture wasn’t a fit:

“I appreciate management’s commitment but feel my work style differs from the culture here. I look forward to working in an environment that’s a better match.”

If you’re leaving due to bad management (without being too negative):

“I believe the team has strong potential. More consistent communication and support from leadership would help employees feel valued and reduce confusion about priorities.”

Pro tip: Organizational psychologist Adam Grant argues that exit interviews are “the dumbest time” to ask for feedback—by then, it’s too late to retain you. If you want to position yourself as forward-thinking, you might say: “I would have loved to share this feedback in a stay interview while I was still engaged.”

3. Were you given the proper tools to succeed?

If you lacked resources, software, or support, state it constructively. Focus on how the company could help your replacement succeed.

If you had a specific need:

“Overall, I had the right tools most of the time. A second monitor for managing multiple spreadsheets would have helped. Providing one to my replacement may set them up for success.”

If you want to support your team:

“Our team met its goals, but we weren’t empowered to work at full potential. We couldn’t communicate in real-time from different locations. We raised this with our manager but didn’t receive follow-up. Investing in collaboration tools could increase revenue by reducing response times.”

4. Did you feel you received appropriate training for the position?

The person interviewing you—especially if it’s an HR generalist—may not know what your specific role required. Constructive feedback here can genuinely help future employees.

If your team lacked training:

“Employees would benefit from coaching on handling difficult customer interactions, even those not directly in customer service. That training would have helped me in various situations.”

If you needed management training:

“When [company name] promoted me to supervisor, I had no specific management training and had to seek it outside the company at my own expense. Supporting new managers in this area would be an attractive benefit.”

If there’s an opportunity for better onboarding:

“There’s a gap in understanding between new and veteran employees. Bringing the group together regularly to discuss company history and how it impacts day-to-day operations might help.”

5. What did you enjoy most about working here?

Even if you’re leaving with frustrations, identify at least one positive aspect. This demonstrates professionalism and leaves a balanced impression.

If you enjoyed the team:

“I enjoyed the camaraderie among the team. Playing on the company softball team together was a highlight.”

If you’re focusing on mission:

“The mission of this company is inspiring, and I’m glad I contributed to that work.”

If you want to acknowledge coworkers:

“Our group worked hard during that product launch. I admire the strong work ethic of my coworkers.”

Positive things to say even if you didn’t like the job:

“I appreciated the learning opportunities and the chance to develop new skills. The benefits package was also competitive.”

6. Would you recommend this company to others?

Unless the company has serious ethical issues, you can likely offer a polite, qualified answer.

If you’re open to recommending selectively:

“I might recommend this company if the salary matched industry standards and the role fit someone’s career goals.”

If it’s a good place for entry-level:

“If someone wanted an entry-level role, I’d recommend [company] as a good place to learn the ropes.”

If you’re uncertain:

“[Company name] has great benefits that may attract colleagues looking to change industries. Feel free to share job descriptions you’re hiring for, and I’ll pass them along.”

7. Would you consider staying on?

If this is the first time the company has asked, it’s probably too late—you’ve already committed to your new role. But the boomerang employee trend means this question matters for the future.

If you’d consider future employment:

“This company has given me valuable skills and opportunities, but I feel my talents are underutilized here. However, I would strongly consider returning with the right offer and circumstances.”

If staffing issues drove your departure:

“Having two unfilled positions for over a year stretched us beyond the breaking point. If you can recruit qualified employees for those positions, I’d be happy to consider returning in some capacity.”

If you want modified arrangements:

“Part-time work is attractive to me at this point. If you’d consider updating the job description and expectations, I’d be happy to discuss it further.”

8. How would you describe the working environment here?

This question gives you an opportunity to comment on workplace conditions, team dynamics, and day-to-day atmosphere.

If the environment was generally positive:

“The working environment was collaborative and supportive. I appreciated the open-door policy and accessibility of leadership.”

If there were challenges:

“The physical workspace met my needs, but the team could benefit from clearer boundaries around after-hours communication. Establishing norms around response times might improve work-life balance for everyone.”

If you’re leaving a toxic workplace:

“I experienced some challenges with team dynamics that affected my ability to do my best work. I’d encourage leadership to consider anonymous feedback channels so employees feel safe raising concerns earlier.”

9. Is there anything else you’d like to share?

This open-ended question is your chance to add anything important you haven’t covered—or to gracefully wrap up.

If you have additional feedback:

“I’d like to acknowledge [specific colleague] who was an excellent mentor. Their support made a real difference in my experience here.”

If you’re ready to conclude:

“I’ve shared my main thoughts. I wish the team continued success and appreciate the opportunities I had here.”

If you’re leaving a difficult situation:

“I hope my feedback is helpful. I genuinely want to see this company succeed and believe addressing some of these areas could make a positive difference.”

Questions You Can Ask in Your Exit Interview

Remember, exit interviews don’t have to be one-sided. Asking thoughtful questions demonstrates professionalism and helps you understand how your feedback will be used.

Consider asking:

• “How will my feedback be used, and who will have access to it?”
• “Are exit interview responses kept confidential?”
• “Can I receive a copy of my feedback for my records?”
• “Is there anything I can do to help with the transition?”
• “Would you be willing to serve as a reference for me in the future?”

These questions protect your interests while showing you care about leaving things in good order.

How to Prepare for an Exit Interview

An exit interview should be a constructive professional conversation. Preparation helps you feel confident and stay on message.

1. Ask who will conduct the interview. Will it be your boss, HR, or a third party? This will help you tailor your responses and decide how candid to be.
2. Review your history. Look through past performance reviews, awards, and accomplishments to recall why you took the job and what went well.
3. Write out your frustrations privately first. If you have negative feelings, write them down before the interview to get them out of your system. List everything: lack of trust, micromanagement, boredom, low pay. Then set that document aside.
4. Prepare neutral talking points. After venting privately, write the constructive answers you’ll actually give. Prepare 3-4 bullet points for each question above.
5. Stay objective. Focus on the job and company rather than criticizing individual employees by name.
6. Practice. If the interview makes you anxious, ask a trusted friend to role-play with you. Ask for feedback on areas where you might need to soften your tone.
7. Dress professionally. Choose an outfit that helps you feel confident and comfortable.
8. Make an after-interview plan. Schedule lunch with a trusted colleague or partner to decompress. Leaving a job is an emotional step in your career journey.

Exit Interview Do’s and Don’ts

Do	Don’t
Understand you may not have to participate. Unless your contract requires it, exit interviews are generally not mandatory. However, participating can preserve your reputation and keep doors open.	Let emotions take over. You never know when you’ll cross paths with a former boss, or when your former employer might acquire your new company. Keep honest venting for close friends.
Ask former colleagues who’ve been through the process for insight on the format and questions.	Feel compelled to disclose where you’re going. Say, “I’d like to get settled in my new job, and then I’ll reconnect.”
Prepare notes with 3-4 bullet points for each common question.	Take frustrations out on the interviewer. They’re doing their job and likely had nothing to do with your departure.
Ask how they’ll use your feedback and who will have access to it. Request a copy of your notes for your files.	Feel pressured to expand on answers. Say, “I don’t feel comfortable sharing anything beyond what I’ve already shared.”
Consult an employment attorney if you have any current or potential legal action with the company.	Respond before you’re ready. Try, “I’ll have to think about that and get back to you.”

Exit Interview Takeaway

Wrap up the interview by looking them in the eye and thanking them for their time. Keep your head high as you walk out of the office and into your new opportunities.

Your action steps:

1. Find out who’s conducting the interview and adjust your candor level accordingly (third-party = safer for honesty).
2. Write your frustrations privately first, then prepare constructive talking points.
3. Use the sample scripts above as templates, customizing for your situation.
4. Remember the boomerang factor—28% of new hires are former employees returning. Protect your future options.
5. Focus on feedback that helps others, not personal grievances.
6. Practice with a friend if the conversation makes you anxious.
7. End professionally with a handshake and genuine thanks.

Want to make a strong final impression? A handshake can make (or break) how you’re remembered. Check out 22 Secret Tips to Master The Proper Handshake.