When someone leaves, the only address you have for them stops working, and the relationship ends by default. Phenom Alumni Network is where it continues: a corporate alumni network former employees join on their way out, campaigns that reach them when a fitting role opens, and their employment history and rehire status on the profile your recruiters already work in.
Most alumni groups have no owner and no link to hiring, so recruiters keep former employees in their own spreadsheets. When a familiar name applies, checking whether they can come back means a manual lookup in another system, often after the offer is out. When a role opens and an alumna fits, outreach depends on someone remembering to build a list.
A separation in your HR system can trigger the alumni invitation. The person registers with a personal email and lands on a site with open roles and job alerts. Recruiters segment alumni by role, skills, and location for campaigns. When one applies, Phenom matches them to the record you already hold and shows the recruiter their history and rehire status.
Owned and connected. Membership lives in your system, tied to the roles you are filling.
Offboarding with a next step. The invitation goes out at separation and asks for a personal email.
Not a separate place. Alumni sit where recruiters source, with history and rehire status attached.
Keep former employees connected. Bring their experience back when it matters.
Peak hiring comes around, and last season's crew is found from scratch. Retail, hospitality, and logistics rehire the same people every year: same jobs posted, same onboarding rerun. Keep that crew in a segment you can reach, and the peak campaign goes to people who've done the job.
Segments that match the cycle Group alumni by former role, skills, location, and departure date, so last season's crew is one list.
Outreach tied to the opening When peak hiring starts, the campaign goes to the segment instead of waiting for someone to assemble a list.
They return on their old record A returning worker's application joins the profile they already have, with their previous time at your company on it.
Offboarding has a checklist, but nothing covers life after the last day, so the personal email never gets captured and good people go out of reach. Phenom turns each exit in your system of record into an invitation automatically, landing alumni on a site with open roles, news, and events.
Triggered by the termination feed A termination in your system of record can send the alumni invitation without anyone raising a request.
An address that outlives the badge Registration captures a personal email, so you can still reach the person after their work account is closed.
The first visit is worth making New alumni land on a site with open roles, company updates, and job alerts they choose, not in an empty group.
Not every former employee wants their job back, but many will refer others, and a referral only becomes a hire if it has somewhere to go. On the alumni site, an alum refers someone from their network, and it reaches your pipeline as a traceable referral, not an application from nowhere.
Referrals from outside the company A former employee can put someone from their network forward on the alumni site.
Credit that sticks The referral reaches the recruiting pipeline with its source recorded.
Reasons to stay in touch Company news, events, and open roles give alumni something worth passing along.
Phenom Alumni Network runs on the same platform as the products your recruiters and employees already use. That is why former employees turn up in the same profiles, the same segments, and the same campaigns as everyone else.
Alumni sit in Talent CRM as a sourcing pool, so recruiters segment and reach them without leaving their pipeline. Referrals from former employees flow into the same pipeline, source recorded. Your Intelligent Career Site shows alumni open roles and job alerts; you decide if they see external postings only or internal ones.
The AI inside Phenom Alumni Network does two jobs. It resolves who someone is, checking an application from a personal address against the employee data you hold, name, email, and employee ID, so it joins the profile that person already has. And it decides what each person sees, matching open roles to their skills and history, so a campaign reads as relevant, not mass email.
Rehire eligibility comes from your system of record, not memory, onto the profile recruiters work in. Alumni join by accepting an invitation and registering, and you control what they can see, including whether internal postings show at all. SOC 2 Type II certified, GDPR and CCPA compliant, with AES-256 encryption and annual penetration testing.
Book a demo and we will walk through your day one with a case you actually have: the invitation that goes out at offboarding, the segments your recruiters would work, and the eligibility flag on the profile.
A corporate alumni network keeps former employees connected to your company so you can rehire them, hear from them and get referrals from them after they leave. Phenom Alumni Network invites former employees in at offboarding and places them in Phenom Talent CRM, where recruiters already source, with employment history and rehire eligibility on the profile. It's the product behind corporate alumni networks.
You choose which roles alumni see. In Phenom Alumni Network, job visibility is a configuration, so alumni can see your external postings only or internal postings as well, putting a role in front of former employees rather than leaving it to the open market. Campaigns can target an alumni segment by former role, skills, location, and departure date. Whether that becomes a formal window before external advertising depends on how your posting process runs today.
Match on more than the email address. When someone applies from a personal account, Phenom Alumni Network checks the application against the employee data you already hold, including name, email address and employee ID, so a former employee's application joins the profile they already have. That puts prior employment and rehire status in front of the recruiter the moment they apply, and the same matching pairs open roles to each alumnus's skills and history.
Use what you do have. Phenom Alumni Network can match records that arrive with a name and location against the employee data you already hold, which is often where a usable address or LinkedIn profile turns up, and a phone number supports an SMS campaign instead of simply relying on email. Going forward, the invitation at offboarding asks for a personal email, so the list stops decaying when work accounts close.
Through an integration rather than manual tracking. Phenom Alumni Network takes terminated-employee status and rehire eligibility from your system of record, so eligibility lands on the candidate profile where recruiters work, and the same termination event can trigger the alumni invitation. A file is only accurate on the day it's loaded, so if you're considering manual uploads, confirm the options and feed frequency with your implementation team.
Keep last season's crew as one list. Retail, hospitality and logistics employers rehire many of the same people every year, and Phenom Alumni Network groups alumni by former role, skills, location, and departure date so peak-season outreach goes to the right segment without anyone assembling a list. Returning workers' applications join their old record, and alumni who aren't coming back can still refer people from their network, with the source recorded.
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