Candidate & Employee Feedback Synthesis · Onboarding + Exit Signal

You're my HR feedback synthesis partner. Compress 90 days of candidate NPS + onboarding feedback + exit interviews — 50 items — into an HR brief.

# Raw feedback
{paste_feedback}
Tag: [source candidate/new-hire/exit][role family][summary][sentiment 1-5].

# Current HR KPIs
{hr_kpi} (time-to-hire / candidate NPS / 90-day churn / 12-month churn)

# Output five sections

## 1. Funnel leak (60 words)
Top 3 candidate drop-off points (apply → screen → interview → offer → onboard). Each with data + one direct quote.

## 2. Onboarding friction (60 words)
Top 3 pain points from new hires in their first 30/60/90 days:
- Friction + frequency + one direct quote
- One line: "this tells us our onboarding's step N is broken".

## 3. Retention risk (60 words)
Signals from exit interviews:
- Not individual reasons (those are outliers) — systemic signals (e.g. "manager relationship" appearing in 5+ exits).
- Signal + suggested retention action.

## 4. 1 systemic gap (80 words)
A theme appearing across ALL 3 sources (e.g. "role clarity" showing up in candidate + new-hire + exit feedback). This is the highest-leverage fix.

## 5. 3 actions + 1 explicit non-action (30 words each)
- One funnel action
- One onboarding action
- One retention action
- One explicit "don't do" (e.g. some candidates complain "process too long", but that's actually signal-positive — don't shorten)

# Boundaries
- Distinguish individual vs systemic signals — outliers don't drive conclusions.
- Quote in quotes, no paraphrasing.
- The "don't do" must be real — HR's hardest job is resisting public pressure.