Give people a clean, respectful last week — and turn everything they tell you into their alumni profile. Offboarding is where the relationship starts, not where it ends.
Beta cohorts are limited. We'll be straight with you about timing.
Why offboarding
Companies invest heavily in onboarding and almost nothing in the exit — then wonder where the Glassdoor reviews and the lost rehires came from.
Private, text-based, and shaped by tenure, department, and reason for leaving. It asks the follow-up question a form can't — at completion rates paper surveys never reach.
Starts on its own the moment your HRIS marks someone as leaving, with tone, action items, and resources matched to the departure type. A layoff and a retirement should never read the same.
Sent to a personal email on their last day, so benefits information, W-2s, 401(k) details, and documents don't vanish the moment corporate access does.
A clear, respectful last week — documents where they expect them, questions answered, nothing chased. People who leave well speak well of you, and many of them come back.
Every exit conversation ends with the answers that matter later — would you take them back, would they come back, and what would have made them stay.
Offboarding is where the alumni relationship starts. Each completed exit becomes a profile in Alumni Management — with their permission and their personal email.
The portal
Sent to a personal email the day employment ends: benefits and COBRA, 401(k), tax forms, final pay stubs, equipment return instructions — plus an open door back to you.
FAQ
Beta access
Tell us about your exit volume and we'll let you know where you fit in the rollout.
Get early access
The people who already know your business are the fastest hires you will ever make. We keep that door open.
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