Why this works
Current employees telling you it's great is expected. A former employee saying it shaped them is unexpected, and unexpected is what gets shared. Alumni stories are the most credible recruiting content you can produce because the person no longer has a paycheck on the line.
Who you'll feature
An alum. Ideally someone who left for a bigger role at a respected company.
The manager who hired or developed them. One-line voiceover, no more.
A current teammate who reflects on what the alum left behind.
How to capture it
Open MarketScale → Requests → New Request. Three prompts to the alum:
What did this job teach you that you still use today?
What advice would you give your first-month self?
If you were hiring for your old role, what would you look for?
Use AI Writer to refine the brief based on the alum's current role and tone.
Run the recording through Remote recording so the alum can join from wherever they are now. Send the link a week ahead.
Reuse it (the 1:10 framing)
One 30-minute alumni recording becomes:
A flagship "Where are they now" video for the careers site.
A LinkedIn post from the alum, tagging their old manager.
A LinkedIn post from the manager, tagging the alum.
Three social cuts (one per prompt answer).
A quote graphic with the "first-month advice" line.
A blog post titled "What our alumni go on to do."
A page on the careers site listing alumni outcomes.
An interview prompt for current candidates: "This is what people who leave us say."
An onboarding clip new hires watch in week one.
A pinned post on your Channel feed under a recurring "Alumni" tag.
Bundle the assets into a Collection in Ready to Share and let recruiters drop the link into outreach. Send any cut for editing through Request Edit Now.
Common mistake
Treating the alum like they owe you a sales pitch. They don't. The piece works because they're telling the truth, including the parts that didn't fit. Give them room to be honest and the story lands harder than any scripted endorsement.