01Overview
About the job:
JOB OVERVIEW:
We are looking for an Engagement Specialist to conduct professional telephonic exit interviews with employees who have resigned from client organizations. The role focuses on understanding the root causes of employee attrition, capturing meaningful feedback, and identifying trends and triggers that can help organizations improve employee retention.
KEY RESPONSIBILITIES:
Conduct telephonic exit interviews with employees using a structured interview format.
Build rapport and encourage open, honest employee feedback.
Identify the primary reasons for employee attrition.
Probe and understand the factors that triggered employees to leave.
Frame and document clear, concise feedback based on responses captured.
Accurately capture data and maintain required quality standards.
Complete the daily target of 7-9 exit interviews from a set list of 30-35 employees.
WHAT WE'RE LOOKING FOR REQUIREMENTS & SKILLS:
Excellent verbal and written communication, listening, and probing skills.
Strong time management skills and a target-oriented approach.
Good interpersonal skills with the ability to handle sensitive conversations professionally.
Ability to understand employee concerns and summarize responses effectively.
Past HR / Psychology work experience will be preferred.
Personal laptop, mobile phone, and a reliable internet connection.
Comfortable working independently in a work-from home environment.
Who can apply:
Only those candidates can apply who:
Salary:
2,00,000 - 2,50,000 /year
Experience:
No experience required
Deadline:
2026-09-19 23:59:59
Other perks:
5 days a week
Skills required:
Human Resources and Effective Communication
About Company:
Every month, we would sit through numerous attrition reviews and hear that employees gave the same reasons for quitting, such as personal, better prospects, salary & relocation. This gave the impression there was nothing that the organization could do. This also meant that we left the review with zero action items. Deep down, we all knew there had to be other reasons for people leaving. We felt this was happening because the existing methodology was flawed. Very often, the exit interview being conducted was a mere formality and the data being captured was the very actual reason, but that required them to understand employee minds better and what they really liked about the company and what they disliked. With more research, more cups of coffee, and AceNgage was formed. .
