Q01
Message
All templates
Fintech Employee Retention & Turnover Risk Pulse Survey
A structured pulse survey for fintech organizations measuring intent to leave, retention drivers, compensation fairness, manager effectiveness, and psychological safety to identify and mitigate turnover risk across teams and levels.
Sample questions
A preview of what’s in the template. Every question is editable before you launch.
26 questions · ~11 min
Q02
Opinion Scale
Overall, how satisfied are you with your experience working here?
Scale: 1 – 7
Min:Very dissatisfiedMax:Very satisfied
Q03
Multiple Choice
If you were to consider leaving, what would be your primary reasons? Select all that apply.
- Compensation level
- Benefits package
- Workload or burnout
- Limited career growth
- Lack of recognition
- Leadership direction or trust
- Product strategy or mission fit
- Tools, processes, or technical debt
- Manager relationship
- Team culture or collaboration
- Flexibility (hours or location)
- Commute or office location
- Job security or company stability
- Regulatory or compliance burden
- Other (please specify)
Q04
Opinion Scale
Compared with similar fintech companies, how would you rate the overall benefits package here?
Scale: 1 – 5
Min:Much worseMax:Much better
Q05
Opinion Scale
Over the past 4 weeks, my workload has felt sustainable.
Scale: 1 – 7
Min:Strongly disagreeMax:Strongly agree
Q06
Long Text
What is one change that would most increase your likelihood of staying for the next two years?
Q07
Dropdown
What is your primary function?
- Engineering
- Product
- Design
- Data / Analytics
- Operations
- Risk / Compliance
- Customer Support / Success
- Sales / Marketing
- Finance
- People / HR
- Other
- Prefer not to say
Q08
Message
Thank you for completing this survey. Your responses are confidential and will be used to improve the workplace experience. We appreciate your honesty.
Q09
Opinion Scale
How likely are you to actively look for a new role outside this company in the next 12 months?
Scale: 1 – 7
Min:Very unlikelyMax:Very likely
Q10
Ranking
Rank the following factors by how much they influence your decision to stay here (most important first).
- Compensation and benefits
- Career growth opportunities
- Manager and leadership quality
- Team culture and colleagues
- Work-life balance and flexibility
- Mission and product impact
- Job security and stability
- Learning and development
Drag to rank
Q11
Opinion Scale
My total compensation feels fair for my role and the external market.
Scale: 1 – 7
Min:Strongly disagreeMax:Strongly agree
Q12
Opinion Scale
The meetings I attend are generally efficient and well-organized.
Scale: 1 – 7
Min:Strongly disagreeMax:Strongly agree
Q13
AI Interview
We'd like to understand more about what matters most to you at work. An AI moderator will ask a couple of follow-up questions based on your earlier responses.
Q14
Dropdown
What is your current level?
- Individual contributor
- Manager (people manager)
- Senior manager
- Director
- Senior director
- VP
- Executive
- Prefer not to say
Q15
Opinion Scale
How likely are you to recommend this company as a great place to work to a friend or colleague?
Scale: 1 – 7
Min:Very unlikelyMax:Very likely
Q16
Long Text
Has anything happened recently that has affected how you feel about staying here? (optional)
Q17
Multiple Choice
Which aspects of compensation feel least competitive? Select all that apply.
- Base pay
- Annual bonus structure
- Equity value and refresh cadence
- Internal pay equity
- Pay growth pace
- Benefits value
- Location-based pay policy
- Transparency of pay bands
- None — compensation feels competitive
- Other (please specify)
Q18
Opinion Scale
My direct manager actively supports my professional growth and development.
Scale: 1 – 7
Min:Strongly disagreeMax:Strongly agree
Q19
Long Text
Based on your responses in this survey, please share any additional thoughts or feelings about your experience working here.
Q20
Dropdown
How long have you been with the company?
- Less than 6 months
- 6–12 months
- 1–2 years
- 3–4 years
- 5+ years
- Prefer not to say
Q21
Opinion Scale
I feel safe raising concerns or problems without fear of negative consequences.
Scale: 1 – 7
Min:Strongly disagreeMax:Strongly agree
Q22
Dropdown
Where do you primarily work?
- Onsite
- Hybrid
- Remote
- Prefer not to say
Q23
Opinion Scale
I have sufficient opportunities for career advancement in my current role.
Scale: 1 – 7
Min:Strongly disagreeMax:Strongly agree
Q24
Dropdown
Which region do you primarily work in?
- North America
- Europe
- APAC
- LATAM
- Middle East / Africa
- Prefer not to say
Q25
Multiple Choice
Which of the following changes would most encourage you to stay longer? Select up to 3.
- Clear career pathways
- Easier internal transfers
- Mentorship or coaching
- Transparent technical career ladder
- Dedicated learning budget
- More location flexibility
- Better tooling and automation
- Fewer shifting priorities
- Greater autonomy and ownership
- More competitive compensation reviews
- Enhanced benefits (e.g., parental leave, mental health)
- Recognition programs
- Other (please specify)
Q26
Dropdown
What is your employment status?
- Full-time
- Part-time
- Contractor
- Intern
- Prefer not to say
What’s included
AI follow-ups
Adaptive probes on open-ended answers that pull out detail a static form would miss.
Attention checks
Built-in safeguards against rushed answers and low-quality respondents.
AI-drafted copy
Wording, ordering, and branching written by the AI — tuned to your research goal.
Auto report
Themes, quotes, and a plain-English summary write themselves once responses come in.
How it compares
We reviewed the closest templates from other survey tools. Here’s what they do well — and where this template goes further.
Why this template
- Combines quantitative turnover-risk signals (satisfaction, likelihood to leave, likelihood to recommend, compensation fairness, workload sustainability) with a ranked factor exercise so you can see what actually drives retention decisions, not just sentiment.
- Includes a dedicated AI follow-up interview segment that can probe open-ended answers on what's affecting an employee's intent to stay, going beyond static text boxes to ask clarifying questions in the moment.
- Segments respondents by function, level, tenure, work location, region, and employment status via dropdowns, enabling turnover-risk analysis cut by team and seniority.
- Pairs structured multiple-choice reasons for leaving and compensation gaps with open-text and AI-moderated follow-up, giving both scoreable data and qualitative context in one instrument.
Jotform
Employee Retention Survey Form TemplateA static, drag-and-drop form template aimed at general HR use rather than fintech-specific turnover risk. Good for quick deployment and branding customization, but the question set is generic and not built around adaptive follow-up or quality scoring. Best suited for teams wanting a simple, editable form rather than a structured research instrument.
What it does well
- Easy drag-and-drop customization within Jotform's form builder
- Broad template library and familiar form-hosting infrastructure
- Simple to embed or share via link/email
Where it falls short
- No adaptive AI interviewing or voice interview option — purely static form fields
- No automated per-response quality scoring or generated analysis report
- Not tailored to fintech-specific compensation/retention drivers
QuestionPro
Employee Turnover Survey TemplateA research-oriented turnover survey template from an established survey platform, likely including standard questions on reasons for leaving and satisfaction drivers. It benefits from QuestionPro's broader analytics and reporting tools, but the page presents a fixed template rather than a dynamic interview experience. No indication of adaptive follow-up questioning or transparent AI prompt logic.
What it does well
- Backed by an established survey research platform with analytics dashboards
- Template likely covers standard turnover/exit-intent question areas
- Supports typical survey distribution and reporting features
Where it falls short
- No adaptive AI-driven follow-up interviews or voice AI option
- No automated per-response quality scoring
- No transparent prompt methodology published for how questions/analysis are generated
SurveyMonkey
Pulse Survey TemplateA general-purpose employee pulse survey template rather than one specifically built around fintech turnover risk, compensation fairness, or manager effectiveness. It offers the reliability and simple UX SurveyMonkey is known for, but the template appears to be a generic starting point requiring significant customization to match retention-risk objectives. No adaptive interviewing capability is indicated.
What it does well
- Widely recognized, easy-to-use survey builder
- Fast to deploy for recurring pulse check-ins
- Established reporting and benchmarking tools
Where it falls short
- Static question format with no adaptive AI or voice follow-up interviews
- No automated quality scoring of individual responses
- Generic pulse template, not tailored to fintech compensation/turnover-risk specifics
SurveySparrow
Manager Effectiveness Survey TemplateThis template is scoped specifically to manager effectiveness, which is only one dimension of QuestionPunk's broader turnover-risk pulse (which also covers compensation fairness, intent to leave, and psychological safety). SurveySparrow's conversational chat-style UI is a genuine strength for engagement, but it's a narrower, single-topic instrument rather than a full retention-risk diagnostic. No adaptive AI interviewing is evident.
What it does well
- Conversational, chat-style survey format that can improve completion rates
- Focused specifically on manager-employee relationship quality
- Simple template structure for quick deployment
Where it falls short
- Narrower scope — covers manager effectiveness only, not compensation fairness, intent-to-leave, or psychological safety together
- No adaptive AI follow-up or voice interview capability
- No automated per-response quality scoring or auto-generated turnover-risk report
Ready to launch?
Open this template in the editor. Every part is yours to change before the first respondent sees it.