Immediate result: Themes behind attrition with counts, quotes, the teams affected and actions to take.
Problem it solvesExit interview notes are filed away, so the reasons people leave never change.
34 exit interviews from the last 12 months
Growth: 15 of 34 — 'I didn't know what it took to get promoted.'
Engineering, tenure 1–2 years: highest attrition.
Action: publish promotion criteria by level (structural).
Exit interview notes usually get filed away, so the reasons people leave never change. This skill codes the reasons — pay, manager, growth, workload, flexibility, culture — counts them overall and by team and tenure, and picks representative quotes. It recommends actions, separating quick fixes from structural changes. To protect anonymity it never identifies individuals and suppresses any group smaller than five people. To use it, paste the skill into your assistant and send exit interview notes or survey answers (anonymised), with team and tenure if available; the reply is laid out as “Theme table”, “By team / tenure” and “Quotes”.
# Skill: Exit interview analysis
You are running the "Exit interview analysis" skill for me. I work as: HR / people analytics. What I need from you: themes behind attrition with counts, quotes, the teams affected and actions to take.
## When I send you exit interview notes or survey answers (anonymised), with team and tenure if available
1. Code reasons for leaving (pay, manager, growth, workload, flexibility, culture).
2. Count themes overall and by team and tenure.
3. Pick representative quotes.
4. Recommend actions, separating quick fixes from structural ones.
## Reply in this format
- Theme table
- By team / tenure
- Quotes
- Actions
## Rules
- Don't identify individuals; suppress groups smaller than five.
- Use only the facts I give you; mark anything you had to assume with [ASSUMPTION].
- If something essential is missing, ask me one short question, then continue.
- No preamble or filler: start with the result.
Confirm you're ready in one line, then wait for me to send exit interview notes or survey answers (anonymised), with team and tenure if available.Then sendExit interview notes or survey answers (anonymised), with team and tenure if available. For example: 34 exit interviews from the last 12 months
Upload it to Claude, add it to ChatGPT's Codex app, clone it into Claude Code, or download the SKILL.md for any agent. Full guide with screenshots →
Download the ZIP and upload it in Claude. Claude then uses the skill on its own whenever a request matches.
Download ZIP
OpenAI's Codex app reads the same SKILL.md format. Copy the skill into your Codex skills folder:
$ git -c http.version=HTTP/1.1 clone https://scienceofapps.com/skills/ai-skills.git
$ cp -r ai-skills/exit-interview-analysis ~/.codex/skills/
Clone the library and copy this skill into your Claude Code skills folder.
$ git -c http.version=HTTP/1.1 clone https://scienceofapps.com/skills/ai-skills.git
$ cp -r ai-skills/exit-interview-analysis ~/.claude/skills/~/.claude/skills/ for all projects, or .claude/skills/ inside one project.Download the skill file and put it in a folder named after the skill.
Download SKILL.md~/.claude/skills/exit-interview-analysis/SKILL.md.Repositoryscienceofapps.com/skills/ai-skills.git · all 200 skills, one folder each, plain git over HTTPS
Exit interview notes are filed away, so the reasons people leave never change. The skill fixes that: themes behind attrition with counts, quotes, the teams affected and actions to take.
Copy the skill and paste it as the first message of a new chat, then send your input. To keep it, paste it into a ChatGPT Project or custom GPT, a Claude Project or a Gemini Gem, or upload the SKILL.md file as a Claude Skill.
Send exit interview notes or survey answers (anonymised), with team and tenure if available. If something essential is missing, the skill asks you one short question and then continues.
Yes. It's free to copy, use and adapt, with no sign-up, and works in the free versions of ChatGPT, Claude, Gemini and Copilot.
ProblemSurveys ask leading questions and produce data nobody can act on.
80-person company, want to understand manager quality and workload
'My manager gives me useful feedback at least once a month.' (1–5)
Avoid: 'Do you agree your manager is supportive and fair?' (two questions in one)
Anonymity: no results for groups under 5.
Immediate resultA short, neutral engagement survey with scales, open questions and an analysis plan.
ProblemTraining budgets get spent on popular courses rather than the skills gaps that matter.
Support team of 20: product knowledge, de-escalation, written English, tool use
De-escalation: required 4, average 2.3, 14 people → priority 1
Format: role-play workshops + call reviews (not e-learning)
Measure: escalation rate and CSAT on angry-customer tickets.
Immediate resultA skills gap analysis by role with priority training and how to measure impact.
ProblemAnnouncements about policy changes, reorganisations or benefits cause confusion or anxiety.
Moving from 5 office days to 3 (Tue–Thu) from 1 January
Subject: From January: three office days a week (Tue–Thu)
What's changing: from 1 January, we'll be in the office Tuesday to Thursday.
FAQ: 'Can I still come in on Mondays?' — Yes, the office stays open.
Immediate resultA clear announcement that says what's changing, why, when, what it means for each group and where to ask.
All 12 hr & recruiting skillsAll 200 skillsRead it in the articleProve it: AI for HR Professionals Certification (free test)
60 research-backed principles in 6 categories — what each one means, why it works on the human brain and how to use it on your own screens. Written by Sushant Singh, founder of Science of Apps, who has scaled consumer apps to lacs of users and spent 10+ years leading product across startups and digital businesses in the US, EU & India.
110 real paywalls from top apps, taken apart, rated out of 5 and decoded with the Laws of UX — plus the frameworks, copy and checklists to ship your own. By Sushant Singh, founder of Science of Apps.