For HR teams, it’s no longer just a matter of recruiting and managing internal staff.
You also need to anticipate departures, secure key skills, retain talent and maintain links with former employees.
The platform alumni.space platform has been designed to meet these challenges, by bringing together your former employees, mentors, experts and mobile talent in a single space.
In France,
employment of the 50+
has become a strategic topic
.
The French Ministry of Labor points out that early exit from the labor market deprives companies of key skills and weakens intergenerational transmission.
Source: Ministry of Labour
An HR context under pressure:
departures, transmission and
employer brand
A press dossier on the employment of experienced employees shows that70% of companies have measures in place to ensure that experienced employees pass on their skills before they retire, mainly through training and mentoring. However, only 24% have genuine, long-term intergenerational linkage schemes.
In other words: most HR departments are aware of the risk of losing knowledge,
but the tools for organizing, monitoring and sustaining this transmission are still inadequate. This is exactly the role of an alumni and mentoring platform: to move on from “we’re doing a few things” to “we have a structured, managed and measured system”.
What alumni.space can do for you in terms of HR
Alumni.space is a turnkey solution for managing alumni and corporate mentoring.
Keep in touch
with your former
colleagues
Activate their skills
to support your teams
and your projects
Easily manage your
HR programs
A clear promise
Create and run
a network of former employees,
mentors and partners
Supporting onboarding,
skills development
and retention
Secure the transmission
of knowledge and strengthen
your employer brand
Securing the transfer
of key skills
With alumni.space, you can identify your experienced employees, offer them a mentoring role and organize the transfer of knowledge to new generations. The platform facilitates contact between former and current employees, based on enriched profiles: interests, sectors, skills, career paths.
For HR, this becomes a concrete risk management tool: critical knowledge (technical, commercial, relational, internal processes) no longer disappears with retirement or mobility. It is shared, documented and reused via mentoring pairs, thematic groups or one-off alumni events.
Accelerate the integration and retention of new employees
Mentoring is also a powerful lever for integration. By pairing each newcomer with a mentor – either in-house or from among your alumni – you reduce the stress of taking up a new position, speed up skills development and make it easier to assimilate the corporate culture.
The platform can be used to structure these routes:
The site’s content emphasizes the role of mentoring in onboarding and in reducing early termination of employment.
Strengthen the
employer brand and sense of belonging
A well-run alumni network is a natural extension of your employer brand.
On alumni.space, you’ll find :
Your alumni continue to follow your projects, your CSR commitments, your successes and your employee shareholding. The site reminds us that “your alumni are your champions”, including on public spaces such as Wikipedia, illustrating the ambassadorial role that alumni can play when they are committed.
Activate a network of referrals and opportunities
The platform includes a job board and co-optation functions. You can post your job offers and mobilize your alumni to recommend profiles. Alumni.space transforms your alumni network into a complementary sourcing channel, particularly useful for jobs in short supply or positions requiring a strong knowledge of your environment.
Providing a framework for CSR and solidarity initiatives
Alumni.space includes very practical features to humanize the relationship with former employees:
For HR, it’s a way of connecting CSR policies, quality of working life and links with alumni. Solidarity actions can be organized and traced, which feeds into your CSR reporting and your internal and external communications.
Features designed for HR needs
Beyond the “community” dimension, alumni.space acts as an HR management tool:
Enriched profiles
and internal social networking
You follow the professional development or personal projects of former employees, while respecting personal data policies.
Usage statistics
CNIL compliant
The solution embeds Matomo, an audience measurement tool recommended by the CNIL, to track platform usage and objectify community engagement.
Indexing
Google mastered
You choose the level of external visibility (for example, indexing only the home page) to reconcile communication, confidentiality and compliance with internal policies.
Event alerts and subscriptions by zone
Alumni can subscribe to local or industry-specific events. This way, you can invite the right people at the right time, including those who have left to visit your customers or suppliers. Mentoring and mutual support.
You manage mentoring programs involving alumni from your own or other companies. For certain consulting missions, the platform is linked with a “portage salarial” partner (REGIE PORTAGE), which facilitates contractualization without complicating your internal HR processes.
A simple-to-deploy solution for all generations
The site boasts rapid deployment: delivery within 15 days, a clear business model (setup + subscription, no advertising), and navigation designed for all generations, including retirees.
Technically, the platform works as a Progressive Web App (PWA) with notifications, allowing users to install the space on their mobile and be notified without going through a “big” app project.
For HR, this means: fewer adoption hurdles, no big learning curve required, and better community coverage (from juniors to experienced employees).
What you gain on the HR side
By structuring your alumni network and mentoring programs on alumni.space, you create a sustainable HR asset. In concrete terms, you can :
Next step:
adapt the platform to your needs
Each company has its own reality: age pyramid, jobs in short supply, multi-sites, in-house culture.
The idea is not to add another tool, but to structure a system that draws on your strengths: your experienced employees, your former employees and your partners.
