This article sets up a strawman by talking about someone from HR asking for an exit interview. Well yeah, you shouldn't give unfiltered feedback to HR because

This article sets up a strawman by talking about someone from HR asking for an exit interview. Well yeah, you shouldn't give unfiltered feedback to HR because HR is clueless about engineering and have tenuous context at best about the majority of feedback a technical person would be inclined to give. On the other hand, there might be some legitimate feedback that A) would be relevant and B) could be helpful, but only if the organization is prepared to hear it, which you need to use your judgement on. Be warned that if you aren't regularly hearing about what the business needs, or if what you are hearing sounds like nonsense, then you are not in a position to deliver useful feedback to HR and you only have downside. The place to really consider more direct feedback is with people that you have worked closely with. Personal relationships matter infinitely more than HR or any "official" record. If you have good relationships with your boss and/or peers, talk to them and give your thoughts, it could give you some closure and maybe even potentially improve things. Just don't let it turn into a unconstructive venting session. Ultimately working in organizations is hard and every single person can generate a laundry list of complaints, the real value is in finding a path to improve with the levers under your control. If you have credible idea about how to nudge things in the right direction, people will tend to appreciate that; if you're just looking for commiseration about how broken everything is then keep your opinion to yourself.