An alumni office is hiring someone to run events, keep volunteers happy and keep the database clean, so the interview tests all three. Expect questions about a reception that went sideways, a volunteer who wouldn't let go of an idea, and a guest list that didn't match the records. Bring specific stories, because everyone in the room has heard "I'm a people person" before.
Most of the job is logistics, and they want proof you've owned the whole thing rather than helped on the day.
Volunteer committees are the heart of reunion work, and coordinators who can't say no kindly either blow budgets or lose volunteers.
Bad data means wrong names on badges, invitations to deceased alumni and angry phone calls. They want someone who treats records as part of the job.
Recent graduates are the hardest group to reach and the future of the donor base. Every alumni office struggles with this.
Something always breaks at events. They want to hear calm problem solving, not a story where everything was perfect.
The role sits in advancement, and they need someone comfortable with that without being awkward about it at events.
You'll write a lot of emails, invitations and newsletter blurbs, and tone matters to graduates who get mail from every direction.
Alumni call the alumni office when they're angry about a news story, a policy or a solicitation. You're often the first person they reach.
Reunion, homecoming and regional events overlap, and they want to know your system.
Most alumni events happen outside office hours. They'd rather know now.
Coordinators hear about health, family and money at events. Advancement offices take confidentiality seriously.
Ask at least two. It shows you're picking them too.
