Employee Exit Interview Insights
This dataset provides detailed, structured exit interview records, including employee demographics, reasons for departure, satisfaction ratings, and open-ended feedback. It enables HR teams to analyze turnover trends, identify retention risks, and inform company culture improvements, making it highly valuable for predictive modeling and strategic workforce planning.
Sample rows
preview · 8 of 200 rows · all 20 columns| exit_interview_idinteger | reason_for_leaving_primarystring | compensation_satisfaction_scorefloat | would_recommend_companyboolean | interviewer_namestring | employee_idinteger | employee_namestring | departmentstring | position_titlestring | hire_datedate | termination_datedate | tenure_monthsinteger | exit_interview_datedate | reason_for_leaving_secondarystring | overall_satisfaction_scorefloat | management_satisfaction_scorefloat | culture_satisfaction_scorefloat | work_life_balance_scorefloat | retention_risk_flagboolean | feedback_commentsstring |
|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
| 1 | career_growth | 2 | false | Ava Williams | 3001 | Melissa Carson | Finance | Senior Accountant | 2016-03-15 | 2023-09-25 | 90 | 2023-09-28 | compensation | 2.4 | 2.1 | 2.8 | 2.9 | true | I appreciated my time here, but advancement opportunities were limited. Compensation did not match market rates. |
| 2 | work_life_balance | 2.7 | false | James Allen | 3002 | Samuel Ortiz | Technology | Software Engineer | 2019-07-10 | 2023-07-03 | 48 | 2023-07-04 | management | 2.1 | 1.9 | 2.3 | 1.8 | true | Workload was excessive and overtime became the norm. More support from management would help. |
| 3 | relocation | 3.9 | true | Ava Williams | 3003 | Christina Lane | Human Resources | Recruitment Specialist | 2020-02-01 | 2023-11-20 | 45 | 2023-11-22 | none | 4.2 | 4.5 | 4.1 | 4 | false | I am relocating due to family reasons. The company is great and I will miss my team. |
| 4 | compensation | 1.6 | false | William Nguyen | 3004 | Andrew Kim | Sales | Sales Executive | 2018-05-20 | 2023-04-10 | 59 | 2023-04-12 | career_growth | 2.3 | 2.2 | 2.4 | 2.7 | true | Salary and commission structure were not competitive with other offers I received. |
| 5 | personal_reasons | 3.6 | true | James Allen | 3005 | Priya Shah | Operations | Operations Analyst | 2022-01-08 | 2023-06-30 | 17 | 2023-07-02 | none | 4 | 3.8 | 3.7 | 4.1 | false | Leaving for personal reasons unrelated to the company. My experience here was positive. |
| 6 | culture | 2.1 | false | Ava Williams | 3006 | Oliver Brown | Technology | IT Support Specialist | 2017-09-14 | 2023-03-08 | 66 | 2023-03-09 | work_life_balance | 1.9 | 2 | 1.7 | 2 | true | The workplace culture became increasingly toxic and stressful over the past year. |
| 7 | career_growth | 3.5 | true | William Nguyen | 3007 | Megan Wu | Marketing | Digital Marketing Coordinator | 2021-05-03 | 2023-08-15 | 27 | 2023-08-17 | none | 3.7 | 3.6 | 3.8 | 3.9 | false | I am leaving for a new opportunity that offers more growth. I enjoyed working here. |
| 8 | management | 2.5 | false | James Allen | 3008 | David Lee | Finance | Financial Analyst | 2019-01-18 | 2023-05-25 | 52 | 2023-05-26 | culture | 2.2 | 1.8 | 2 | 2.9 | true | Poor management decisions and lack of transparency led to my departure. |
| 9 | other | 4.1 | true | Ava Williams | 3009 | Sofia Garcia | Human Resources | Benefits Administrator | 2020-11-06 | 2023-07-20 | 32 | 2023-07-22 | none | 4.5 | 4.2 | 4.4 | 4.3 | false | No negative feedback. I am leaving for reasons outside the company's control. |
| 10 | compensation | 1.7 | false | William Nguyen | 3010 | Ryan Simmons | Operations | Logistics Coordinator | 2018-06-29 | 2023-10-12 | 64 | 2023-10-13 | career_growth | 2 | 2.4 | 2.2 | 2.8 | true | Better salary and benefits offered by competitor companies. |
| 11 | management | 2.6 | false | James Allen | 3011 | Emily White | Sales | Account Manager | 2015-11-02 | 2023-03-29 | 89 | 2023-03-30 | work_life_balance | 1.8 | 1.5 | 2.2 | 1.9 | true | Unclear expectations and lack of support from management. |
| 12 | relocation | 3.7 | true | Ava Williams | 3012 | Jonathan Young | Finance | Payroll Specialist | 2021-02-17 | 2023-12-01 | 33 | 2023-12-05 | none | 4.1 | 4 | 3.9 | 4.3 | false | Relocating to a new city with my partner. No issues with the company. |
| 13 | career_growth | 3.6 | true | William Nguyen | 3013 | Jasmine Patel | Technology | DevOps Engineer | 2019-04-23 | 2023-06-19 | 50 | 2023-06-21 | work_life_balance | 3.8 | 3.5 | 3.7 | 3.3 | false | Seeking a new challenge with more leadership opportunities. |
| 14 | culture | 2.4 | false | Ava Williams | 3014 | Alexander Bell | Marketing | Content Strategist | 2018-07-18 | 2023-11-01 | 63 | 2023-11-02 | management | 2.6 | 2.8 | 2.3 | 2.7 | true | Company culture shifted and became less collaborative. |
| 15 | personal_reasons | 3.7 | true | James Allen | 3015 | Brandon Harris | Operations | Warehouse Supervisor | 2016-10-11 | 2023-08-02 | 82 | 2023-08-04 | none | 3.9 | 4 | 4.1 | 3.9 | false | Leaving due to a change in family circumstances. |
| 16 | management | 2.1 | false | William Nguyen | 3016 | Natalie Perez | Human Resources | HR Generalist | 2020-09-07 | 2023-07-29 | 34 | 2023-08-01 | compensation | 2 | 1.9 | 2.2 | 2.6 | true | Management did not provide adequate support or mentorship. |
| 17 | career_growth | 3.5 | true | Ava Williams | 3017 | Ethan Murphy | Technology | QA Analyst | 2017-12-21 | 2023-06-30 | 66 | 2023-07-01 | none | 3.5 | 3.4 | 3.6 | 3.8 | false | Looking for a senior role elsewhere. No major complaints. |
| 18 | work_life_balance | 2.2 | false | James Allen | 3018 | Linda Castillo | Finance | Tax Analyst | 2018-11-05 | 2023-10-28 | 59 | 2023-10-31 | compensation | 2.7 | 2.3 | 2.6 | 2.5 | true | Long hours and workload were unsustainable over time. |
| 19 | compensation | 1.9 | false | William Nguyen | 3019 | Kevin Brooks | Operations | Supply Chain Analyst | 2019-10-16 | 2023-06-19 | 44 | 2023-06-20 | career_growth | 2.5 | 2.8 | 2.1 | 2.6 | true | Compensation was below market average for my role. |
| 20 | personal_reasons | 3.9 | true | Ava Williams | 3020 | Rachel Evans | Marketing | Brand Manager | 2017-08-08 | 2023-02-15 | 66 | 2023-02-17 | none | 4 | 4.2 | 4 | 4.1 | false | Leaving for personal health reasons, not related to the workplace. |
What the 200 rows show
from the 200-row sampleCompensation (reason for leaving primary) stands out: mean compensation_
- 50%would_
recommend_ company = true - 2.7median compensation_
satisfaction_ score - 8reason for leaving secondaries
- 9departments
- 52median tenure_
months - 2.8median overall_
satisfaction_ score
Median 2.7, from 1.3 to 4.1.
- string 7
- integer 3
- float 5
- date 3
- boolean 2
Columns
20 columns in four groups| column | type | description | example |
|---|---|---|---|
| Text 7 columns | |||
employee_name | string | Full name of the departing employee | Melissa Carson |
department | string | Department from which the employee is departing9 departments | Finance |
position_title | string | Job title of the departing employee | Senior Accountant |
reason_for_leaving_primary | string | Primary reason for the employee's departure (e.g., career growth, compensation, management, personal reasons)8 values | career_growth |
reason_for_leaving_secondary | string | Secondary reason for departure, if applicable9 values · optional | compensation |
feedback_comments | string | Open-ended feedback provided by the employee during the exit interviewoptional | I appreciated my time her… |
interviewer_name | string | Name of the HR staff member who conducted the exit interview12 names | Ava Williams |
| Numbers 8 columns | |||
exit_interview_id | integer | Unique identifier for each exit interview recordunique | 1 |
employee_id | integer | Unique identifier for the departing employee | 3001 |
tenure_months | integer | Total number of months the employee worked at the company0 or more | 90 |
overall_satisfaction_score | float | Employee's overall satisfaction score with the company (scale 1.0 to 5.0)1 to 5 | 2.4 |
management_satisfaction_score | float | Employee's satisfaction score with management (scale 1.0 to 5.0)1 to 5 · optional | 2.1 |
culture_satisfaction_score | float | Employee's satisfaction score with company culture (scale 1.0 to 5.0)1 to 5 · optional | 2.8 |
compensation_satisfaction_score | float | Employee's satisfaction score with compensation and benefits (scale 1.0 to 5.0)1 to 5 · optional | 2 |
work_life_balance_score | float | Employee's satisfaction score with work-life balance (scale 1.0 to 5.0)1 to 5 · optional | 2.9 |
| Dates and times 3 columns | |||
hire_date | date | Date the employee was hired | 2016-03-15 |
termination_date | date | Date the employee's employment ended | 2023-09-25 |
exit_interview_date | date | Date the exit interview was conducted | 2023-09-28 |
| True or false 2 columns | |||
would_recommend_company | boolean | Whether the employee would recommend the company to others | false |
retention_risk_flag | boolean | Flag indicating if the employee's feedback suggests a broader retention risk for the companyoptional | true |
Use it for
A human resources dashboard
The would_
recommend_ company rate, compensation_ satisfaction_ score by reason_ for_ leaving_ primary and a breakdown of interviewer_ name. Excel, Power BI or Tableau. Why do the 31 compensation rows have a mean compensation_
satisfaction_ score of 1.8? A root-cause class exercise
Hand out the rows and one question. The answer is in the data, not in the brief.
- Rows20012career_g…33.9relocati…53.6personal…
A software demo
Believable rows with employee_
id, employee_ name and department to fill a screen in front of a buyer.
This dataset200 rows20 columns
Yours1,000 rows20 columns
blueprint · employee-exit-interview-insights
Behind this dataset
Same schema. As many rows as you need.
These 200 rows came out of a blueprint — 20 columns with generation rules behind each one. Open it in Data Factory to retune a column, add your own, wire in foreign keys, and run it at the size you actually need.
Rules it was built with
- Record standardized exit reasons
- Include department and tenure
- Flag critical feedback points
- Exclude personal identifiers
- Update dataset quarterly
Open the blueprint in Data Factory
1 credit per row. Preview 20 rows free. Buy rows for the full run.
- Exports
- CSV, JSON, JSONL, Parquet, SQL, Excel, TSV, XML
- Licence
- yours to use, including commercially
- API slug
- employee-exit-interview-insights