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About this tool
Rank your real reasons for leaving, pick how candid to be, and get measured answers to the standard exit interview questions.
The Exit Interview Response Planner ranks your actual reasons for leaving and then writes an answer to each standard exit interview question at the level of candour you choose. Ranking is not a raw score: each reason is rated 0 to 5 and multiplied by an actionability weight of 1 to 3 — how far the employer could realistically change that thing — so feedback the company can act on rises to the top. A separate disclosure-risk rubric flags the choices that tend to follow people afterwards, such as naming individuals or speaking candidly while hoping to be rehired.
Open Exit Interview Response Planner on AltFTool — it loads instantly in your browser.
Under Why you are leaving, drag each slider from 0 (not a factor) to 5 (decisive) across Pay and benefits, Career growth and promotion, Relationship with the manager, Workload and hours and the rest.
In How you want to play it pick a Candour level — Guarded, Balanced or Candid — fill Company name, Your role and The genuinely good part, and tick I intend to name specific people or I would consider working here again where they apply.
Your leading reason reports its share of the weighted total with a disclosure risk out of 100 and a Before you go in caution list, Questions to prepare selects which questions get answered, and Your answers holds one written reply each; Copy script copies the lot.
Weighting by actionability puts the feedback the employer can use at the top, not just the loudest complaint.
The same reason phrased guarded, balanced or candid, so you choose deliberately instead of drifting.
Naming people, maxed-out grievances and rehire intentions are called out before the meeting, not after.
Not unless your employer says so in writing. Notes are normally retained on the employee file and are visible to HR, and in many companies a summary reaches your former manager, so treat anything you say as attributable. Genuinely confidential concerns belong in a formal written complaint through the designated channel.
Be honest about patterns, cautious about people. Describing a process that repeatedly failed is usable feedback; naming an individual turns the conversation into an allegation that HR must then handle formally, often without you there to see it through. If you want to be rehireable, keep criticism structural.
It can. Most former employers give factual references confirming dates and designation, but the exit interview record is on the same file that a rehire or reference decision is made from. If a good reference matters more to you than being heard, choose the guarded level and keep answers short.
In most cases it is voluntary — it is a company process, not a statutory requirement — and declining politely is rarely held against you. If you do attend, prepare answers in advance, keep them brief, and stop talking once you have made the point; unstructured exit interviews are where people say the thing they later regret.