For me the deciding factor of how much honest feedback to provide in the exit interview is determined by who is interviewing me. If it is a routine step of the HR checklist, then most likely the feedback is not really going to have any impact and it is not worth the effort (and also potential risk, however small that may be) to provide detailed comments. However, if the exit interview is conducted by someone whom I trust and has potential pull within the leadership org (manager, manager’s manager, director, VP , etc.) then I am more than happy to give a detailed list of what’s good and what’s bad.