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Alumni Rehiring

Alumni Rehiring

Axelerant alumni who have voluntarily resigned may reapply to work with us after a six-month cooling-off period. We do not consider rehire requests from individuals who did not leave the organization voluntarily.

Rehiring process:

When an alumnus expresses interest in returning or reapplies for a role, the Recruitment Team will connect with them to discuss the following:

  • The role they are interested in

  • Why they want to rejoin

  • Their salary expectations

  • Their availability to start

Once the Recruitment SPOC gathers this information, they will create a private Slack channel using the naming format #rehiring-<preferred_name>. The following individuals should be added:

  • People Operations Manager

  • The individual's previous reporting (who may also add relevant contributors)

  • The individual's former performance coach

If the recruitment team SPOC does not have clarity about the above, they can ask the People Operations team’s assistance in providing the details.

Following the addition of the relevant stakeholders to the channel, the recruitment SPOC will share the information they have gathered and share it in the channel. They will also request People Operations Manager to confirm the reason for leaving Axelerant previously.

Once the above information is added, the recruitment team SPOC will request the different stakeholders to share feedback and their experience working with the said member.

If positive feedback is received, we can discuss if we need to follow the same recruitment process or if it has to be altered. Once confirmed, we should proceed with the agreed steps. When we create the #po-recruit channel, we will send an appreciation message to everyone who assisted with the process and archive the channel because the rest of the conversation will take place in the new channel.

If it is decided not to proceed with the rehiring, we will notify the member and also close the channel with appreciation.

Salary considerations when hiring Alumni:

If the hiring team is considering offering a revised compensation:

  • What was their salary and role at the time of exit?

  • What role have they applied for?

  • Are the expectations aligned with current industry standards and internal compensation structures?

  • If a significant increase is proposed, consider its implications on internal equity and alignment with existing team compensation.