Feedback at every milestone, onboarding to offboarding
Gather feedback at the moments that shape the employee experience, day one, week six, promotion, manager change, exit, and optimize the entire lifecycle with journey analytics.
- Automated milestone triggers
- Onboarding, stay & exit templates
- Journey analytics across stages
- Cohort comparisons over time
How it works
Map → Trigger → Compare → Fix
Map
Choose the milestones that matter, from pre-boarding to exit, with templates for each.
Trigger
HRIS-driven automation sends the right survey to the right person at exactly the right moment.
Compare
Journey analytics show where experience dips, by stage, cohort, site or manager.
Fix
Turn stage-level insight into owned improvements, and watch the next cohort score higher.
The journey, measured
Find exactly where experience breaks
Aggregate lifecycle feedback reveals the stage where sentiment dips, the week-six cliff, the post-promotion slump, the pre-exit drift, so you fix the journey, not just the symptom.
- Stage-by-stage experience scoring
- Cohort and location comparisons
- Manager-level onboarding quality signals
Exit intelligence
Learn from every goodbye
Structured exit surveys plus AI theme analysis turn departures into a clear picture of why people really leave, and which exits were preventable.
- Preventable-exit classification
- Regrettable-loss tracking by team
- Themes fed back into retention actions
The impact
What good looks like with Lifecycle Surveys
faster new-hire time-to-productivity
fewer first-year exits after fixes
exit-survey completion with AI follow-ups
Illustrative sample data, to be replaced with Vadal's verified proof before launch.
“Week-six surveys showed new hires loved training but felt lost after it. One buddy-program later, first-year attrition dropped by a third. We'd never have found that in an annual survey.”
FAQs
Questions, answered
Any event your HRIS knows about: offer acceptance, day one, week six, probation end, promotion, manager change, parental leave return, work anniversaries and exit, plus custom events via API.
They complement them. Engagement surveys measure the organization's health broadly; lifecycle surveys measure the journey each person travels. Together they show both the what and the when.
Exit surveys can be answered anonymously with publication delayed and aggregated, so departing employees can be candid without burning bridges, which is exactly when you learn the most.