Alumni networks are an underused hiring channel for most companies, even though candidates sourced from a known pool tend to move through interviews faster and stay longer once hired. That is the gap this role is built to close.
We are hiring an Alumni Relations Coordinator to manage recruiting relationships built around a company's alumni and referral network, working full-time from anywhere. The position is fully remote and open worldwide, with no office location tied to it. A lot of HR and recruiting work has quietly moved remote over the past several years, and coordinator-level roles like this one are often the easiest to run well without a shared office, since so much of the process already happens over video and inside shared systems.
The alumni angle adds a layer most generalist recruiting roles do not have: a warm network of people who already know the company, which tends to shorten both the sourcing and the trust-building parts of a normal hiring process. Employers who invest in this kind of coordinator role tend to see it pay off quietly over time, in lower cost-per-hire and fewer early departures, rather than in any single dramatic win.
A typical week involves running a handful of first-round screens, following up with a hiring manager who has gone quiet on feedback, and reaching out to a former employee or program alum who might know someone right for an open role. Offer negotiation shows up less often but carries more weight when it does; getting a candidate to yes without over-promising on start date or scope is its own small skill. A former employee returning through the alumni network, sometimes called a boomerang hire, often needs a slightly different conversation than a brand-new candidate, since they already know the culture but may need reassurance about what has actually changed since they left.
Screening calls typically run twenty to thirty minutes and focus on fit and logistics, with a deeper technical or role-specific interview handled separately by the hiring manager once a candidate clears that first stage. Notes from every stage go into the ATS as you go, so nothing depends on memory alone once several candidates are moving through the pipeline at once.
A bachelor's degree in human resources, business administration, or psychology is the baseline expectation, together with 24 months of relevant experience using applicant tracking systems in a recruiting or coordination capacity. SHRM-CP or PHR certification is often preferred by employers hiring for this kind of role, though it is not treated as a hard requirement if your practical experience is strong. Someone coming from a full-cycle recruiting background, even outside an alumni-specific context, generally has most of what this role needs already. A candidate with strong sourcing instincts but limited formal ATS experience is still worth considering, provided they can pick up a new system quickly and demonstrate that in an interview.
This full-time role pays 69,500 dollars a year. The benefits package includes:
That salary sits in a normal range for a coordinator-level HR role with a sourcing and negotiation component, slightly above a pure administrative HR post given the offer-negotiation responsibility involved. Performance bonuses tied to successful hires give the role a bit of upside beyond the base salary for anyone who consistently closes strong candidates.
The remote structure here suits someone comfortable managing relationships without face-to-face contact. Most candidate conversations happen over video, coordination with hiring managers runs through shared calendars and the ATS itself, and Remoteroles regularly places HR and recruiting professionals into arrangements like this one, where the entire hiring loop, alumni outreach included, is conducted remotely. Working hours track fairly closely to standard business hours so that interview scheduling lines up with candidates and hiring managers alike, though some flexibility exists for candidates in different time zones.
Expect a mix of tools: the ATS itself for tracking every stage of a candidate's progress, a shared calendar for interview logistics, and a messaging channel for the quick back-and-forth with hiring managers that does not need a full meeting.
Strong candidates for this role usually bring recruiting coordination experience already, rather than a general HR generalist background with no direct sourcing or interviewing exposure. Comfort negotiating an offer over the phone, holding firm on a number while still keeping the candidate engaged, is a skill that separates people who do well here from people who struggle with it. Prior exposure to alumni engagement, referral programs, or community-based recruiting is a genuine advantage, though not one every strong candidate will already have.
Coordinators who grow in this kind of role often move toward a senior recruiter or talent partner position within a couple of years, taking on a wider requisition load and more direct ownership of hiring strategy for a specific team or department. Some move instead into a dedicated employer-branding or alumni-engagement specialty, since the relationship-building skills at the core of this role transfer well into that adjacent lane too. Either direction tends to build on the same foundation: knowing how to represent a company well to people who already have some connection to it, whether that connection is a past job or a referral from someone they trust.
To apply, submit a resume along with a short summary of your ATS experience and any alumni, referral, or community-based sourcing work you have done. Applications are reviewed as they come in, and a first-round conversation is typically scheduled within two weeks. Include a couple of numbers if you have them, time-to-fill, offer-acceptance rate, whatever best reflects your actual track record.