For HR
Exit interviews people actually answer honestly.
People rarely tell their manager the real reason they're leaving. A short chat they can do in their own time often gets further. Sondering asks the questions, follows up with “why?”, and gives you a clear summary of what people said.
Make an interview- Exit interviews, onboarding check-ins and team feedback
- Employees answer in their own time, in their own words
- One link: no meetings to book, no forms to build
§ 01
Hear the real reasons
In a face-to-face exit interview, people tend to be polite. In a chat, many find it easier to explain what actually happened: the workload, the lack of growth, the manager, the pay. Sondering follows up on vague answers like “it was time for something new”, so you get something you can act on.
You set the questions and the tone. Sondering suggests a plan; you keep what fits.
- Exit interviews
- Onboarding check-ins after 30 or 90 days
- Feedback after a reorganisation or a new process
- Why candidates turned down an offer
§ 02
Less work for HR
No meetings to schedule and no survey tool to set up. Describe what you want to learn in a short chat, check the plan, and send the link with your offboarding email or onboarding checklist.
Your private page shows how many have answered, a summary of the main themes, and every conversation in full, so you can spot patterns across teams without reading everything twice.
§ 03
Be clear about what you collect
Tell employees why you're asking, who will read the answers and how long they're kept. You can set the interview to end automatically and close it when you're done.
Don't use Sondering for questions about health, sick leave, union membership or other sensitive topics. It isn't built for that, and our terms don't allow it. And don't use the answers alone to make decisions about a specific person.
Find out why people leave before the next one does.
Set up an exit interview in a couple of minutes and add the link to your offboarding routine.