Meet Maya · AI-based Exit Intelligence System

Understand why they left. Improve why they stay.

Maya conducts empathetic exit interviews with departing employees and surfaces the honest insights leadership rarely hears — aggregated into themes, never attributed to individuals.

format

Voice · Video · Text

duration

15–25 min

languages

30+

See her in action

Watch Maya conduct an honest exit conversation.

Warm, unhurried, and non-judgmental. Employees consistently share more with Maya than they do with HR because they know their words are aggregated, never attributed.

What Maya Does ?

Everything a thoughtful exit conversation should with none of the awkwardness.

Warm, empathetic style

Maya listens without judgment, gives space to think, and reflects what she hears back so employees actually feel heard instead of interrogated.

Voice, video, or text

Employees choose their format many switch to voice mid-conversation when the questions get more reflective. Maya adapts naturally to either.

Real-time sentiment analysis

Maya tracks emotional arc across the conversation cautious opening, honest reflection, sometimes catharsis by the end with no probing questions needed to surface it.

Aggregated attrition insights

Individual conversations stay confidential. Leadership sees themes, patterns, and trends across every departing employee never individual attribution.

Theme discovery across interviews

Maya identifies patterns you'd miss reading transcripts one by one a compensation theme spiking in one team, a manager pattern in another, a role-family drift over time.

Confidential by design

Employees are told upfront: no individual quotes leave the conversation. This isn't a policy layer it's built into how Maya reports up, so trust is real.

30+ languages, native

Employees exit in whichever language feels most natural for reflection often not the workplace language. Themes still aggregate correctly across all of them.

Native HRIS integrations

Departure triggers Maya automatically. Works with Workday, BambooHR, SuccessFactors, HiBob, and 30+ more zero manual coordination needed.

From departure trigger to leadership insights — in four steps.

HRIS marks the departure

Your Workday, BambooHR, or SuccessFactors registers the employee's last day. Maya is triggered automatically — no manual coordination from your People team.

Maya reaches out warmly

The employee receives a personalised, unhurried invitation — no "please complete before your last day" pressure. Maya explains her role, her confidentiality guarantee, and lets the employee choose when.

The employee talks when they're ready

Voice, video, or text — whichever suits. Maya listens more than she asks, gives space for silence, and probes gently when reflection can go deeper. Most sessions run 15–25 minutes.

Aggregated insights to leadership

Individual conversations stay confidential. Leadership sees themes, sentiment trends, and specific recommendations — updated as each new interview lands.

Best use cases.

Maya helps you turn employee conversations into insights that support better people decisions.

Maya transforms employee conversations into workforce intelligence, conducting AI-powered exit interviews while Maya Pulse continuously listens to current employees through anonymous pulse conversations.

Every applicant gets a structured, consistent interview. Recruiters spend their time reviewing scored reports, not conducting first rounds.

10x Candidates per recruiter, per week

Understand the real driver

When a team loses 15 people in a quarter, exit surveys give you “compensation” and “career growth.” Maya tells you it was actually a single manager whose team stopped hearing “no” gracefully.

3x More actionable insight vs. surveys

Prevent the ones you don't want to lose

Maya identifies preventable-loss themes early so leadership can act before the next high-performer decides. Retention often improves within one cycle.

62% Themes tied to preventable causes

Team & manager-level insight

Spot which teams are losing people for structural reasons versus which are losing them for individual manager reasons with enough aggregation to protect the confidentiality of every voice.

Team Not company-wide averages

Regional and cultural nuance

Employees in different regions exit for genuinely different reasons. Maya conducts in-language, in-culture and surfaces regional themes leadership couldn’t see with global surveys.

30+ Regions covered in local language

Separate the real driver

Most employees say “compensation” on surveys because it’s the safe answer. Maya’s warmth and confidentiality regularly surface non-comp drivers that leadership never saw.

76% Exits actually driven by non-comp factors

Correlate exit with tenure

Employees who exit at 0–90 days have very different stories than those who exit at 3+ years. Maya segments the insights so you fix the right thing at the right stage.

0–90d Onboarding gaps caught early

What Maya delivers to leadership.

Not individual transcripts. Not scored candidates. An aggregated insights report themes, sentiment patterns, and concrete recommendations across your departing employees.

Maya - Employee Exit Interviewer

Learn how Maya supports meaningful employee conversations through exit interviews and Maya Pulse.

FAQ

Questions about Maya.

Do employees actually open up to AI more than to HR?

Consistently, yes. Our data across enterprise deployments shows Maya’s conversations run 2.3x longer than exit surveys and surface 3x more actionable themes. The reason isn’t the AI itself — it’s the confidentiality guarantee. Employees know their words won’t get back to a specific manager or reappear in a reference call.

What's shared with leadership, and what stays confidential?

Individual conversations, transcripts, and quotes stay confidential never shown to leadership, managers, or HR. Leadership sees aggregated themes, sentiment patterns, and recommendations. Themes require a minimum of 3 independent mentions before they surface, ensuring individual voices can’t be identified through pattern-matching.

How is this different from an exit survey?

Surveys give you multiple-choice answers to predetermined questions. Maya has actual conversations following where the employee wants to go, probing gently when reflection deepens, and surfacing themes leadership never thought to ask about. Surveys tell you “career growth” was the reason. Maya tells you it was actually a specific manager’s inability to have promotion conversations.

Can Maya identify specific manager or team issues?

Yes but only at the team level, never the individual employee level. If 7 of 9 manager-related mentions come from one team, Maya surfaces that team as a signal. Individual quotes stay confidential; the pattern doesn’t. This is why the 3-mention minimum matters it protects individuals while making patterns actionable.

What if an employee is angry or emotional during the interview?

Maya is trained to sit with difficult emotions without deflecting, minimising, or rushing to fix. Anger is honest data. Employees frequently report the conversation itself felt cathartic they said things they hadn’t been able to say out loud before. The pattern behind the anger is what surfaces in aggregation.

Can I try Maya before we commit?

Yes book a demo and our team will set up 25 free candidate assessments (worth $200) with your actual roles. No credit card required.