| name | exit-interview-strategy |
| description | Walk into an exit interview knowing what it's for, what to say, and what to keep — honest-but-strategic answers that protect references and leave the door open. Use when asked what do I say in my exit interview, should I be honest in my exit interview, prep me for my exit interview, or is the exit interview confidential. Produces the goals-and-risks brief, prepared answers for the standard questions, the say/soften/skip sorting of your real feedback, and the scripts for the questions that are traps. |
Exit Interview Strategy Skill
The exit interview is a meeting where you can win nothing and lose things you'll want later — references, rehire eligibility, relationships that follow you between companies. It is not therapy, not a performance review of your manager, and rarely as confidential as presented: notes get filed, summarized, and sometimes shared with the very people discussed. This skill preps it like the low-stakes-for-them, real-stakes-for-you meeting it is: decide the two things worth saying, sort the rest into soften or skip, and exit the exit gracefully.
What This Skill Produces
- The brief — what this interview can and can't do for you, and your 1–2 chosen messages
- Prepared answers — the standard questions (why leaving, what would you change, manager feedback) answered in advance, calm and final
- The say / soften / skip sort — their real feedback triaged by usefulness-to-them vs. risk-to-you
- Trap scripts — word-for-word responses for the destination question, the "is there anything that would keep you" re-recruit, and the name-names invitation
Required Inputs
Ask for these if not provided:
- The real feedback — everything they wish they could say, unfiltered; the sort works on the honest list
- The exit temperature — amicable, burned, or complicated; and whether anything legal-adjacent is in the mix (harassment, retaliation, unpaid wages — which changes the venue entirely, see framework)
