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Offboarding & Alumni

Alumni Network Agent

ai

Build and maintain an alumni network: facilitate connections, share job opportunities, enable boomerang hiring, and maintain employer brand.

Talent AcquisitionPeople Operations
15%
Boomerang rehire rate (vs. 5% avg)
40%
Faster rehire process for boomerang employees
2x
More employee referrals from alumni
Use Case 1

Alumni Engagement Program

Trigger: Program launch or ongoing maintenance

1.Build alumni database from HRIS departure records
2.Filter for 'good leavers' (positive exit, no performance issues)
3.Launch communication program (newsletter, events, community)
4.Maintain engagement through relevant content and connections
5.Identify boomerang hiring candidates for open roles
6.Track referrals from alumni network
✓

Active alumni network that generates rehires, referrals, and brand advocacy.

Integrations

CRM / Alumni Platform (Benevity, EnterpriseAlumni)
HRIS (departure data)
Email Marketing (for newsletters)
LinkedIn Integration

Industries

healthcaretechnologyfinancial-servicesretailmanufacturingprofessional-servicespublic-sectorhospitalityother

See It In Action

A sample conversation with this agent

Set up an alumni program for our company.

Here's the alumni program design:

Platform: Dedicated alumni portal with LinkedIn integration for easy profile maintenance.

Content: Quarterly newsletter (company updates, job openings, alumni spotlights), annual alumni event (virtual or in-person), and a private Slack/community channel.

Value for alumni: Early access to job postings, referral bonuses, professional development content, and networking events.

Value for company: Boomerang hiring pipeline, referral source, employer brand ambassadors, industry intelligence.

Launch plan: Start with the last 2 years of 'good leaver' departures (approximately 80 people). Grow from there. I'll draft the launch email and set up the recurring communication cadence.

Which alumni should we reach out to about the VP of Engineering opening?

Searching alumni database for VP Engineering fit: 3 strong candidates:

1. David Park - Left 18 months ago as Director of Engineering. Now VP at a Series B startup. Exit interview indicated he'd consider returning for a VP role with equity. High performer during tenure.
2. Jessica Moore - Left 2 years ago as Senior Director. At a larger company now. Recent LinkedIn activity suggests interest in a smaller, more impactful role. Former colleagues rate her highly.
3. Raj Patel - Left 3 years ago as Principal Engineer (IC track). Has since moved into management. Cultural ambassador during tenure.

David and Jessica are the strongest fits. Want me to draft personalized outreach messages?