Alumni intelligence
Where your graduates went, not just where they were placed.
Career timelines for 7,645 alumni across 982 institutions, assembled by rules rather than judgement, so every row in an accreditation file traces back to the record it came from.
Missing periods are recorded as gaps, not smoothed over
01Six dimensions, one timeline
Six dimensions, each traceable to a field.
It takes what is stated, records where each statement came from, and marks what is missing.
- Experience
Employers, titles and dates, resolved against the same 71,785 company records the job corpus uses, so an alumni employer and a hiring employer are the same object.
- Education
Programme, institution and period, which is what lets a career be attributed to the right cohort rather than to the institution as a whole.
- Certifications
Post-graduation credentials, often the clearest signal that a programme left a gap the graduate had to close themselves.
- Skills
Self-declared skills, resolved into the governed taxonomy so they can be compared against what employers actually ask for.
- Publications
Relevant for research programmes and for accreditation files that have to evidence scholarly output beyond teaching.
- Volunteer work
Read because it frequently carries the leadership and stakeholder evidence that a job title does not.
Extraction is deterministic: the same profile produces the same timeline on every run, and each entry points back at the field it came from. That is a deliberate constraint. A model that infers a plausible career history produces a better-looking dataset and a worse piece of evidence.
02What an assessor will accept
Four things a dean can put in front of an assessor.
- 01
Destination
Where a cohort ended up
Employers and roles by programme and by graduating year, resolved to archetypes rather than to job titles, so two cohorts can actually be compared.
- 02
Velocity
How fast they moved
Time to first role, and movement between roles afterwards. Two programmes with identical placement percentages rarely have identical velocity.
- 03
Gap evidence
What they had to learn afterwards
Certifications and skills acquired after graduation, held against the syllabus they were taught.
- 04
Accreditation file
Sourced, not assembled by hand
The employability numbers in a NAAC, NIRF or NBA submission, each traceable to the record it came from.
03Privacy is a control, not a promise
Individual graduates are people, not data points.
Masking is a control, not a request
An administrator can mask compensation and named-graduate detail so a dashboard can be opened in a board meeting without exposing an individual.
Gaps stay visible
Missing periods and unresolved employers are flagged in the output. A clean alumni dataset is usually a hidden one.
Cohort by cohort
MBA/PGDM is the validated cohort today. Others are added once extraction has been tested against them, not before.
Explore Nexus
Five capabilities, one evidence base.
Each one is a different question about the same corpus. They share a vocabulary, so a finding in one holds up inside another.
04Before you ask
What registrars and IQAC teams ask.
Where does alumni data come from?
Public professional profiles, plus whatever the institution already holds and chooses to bring. Nothing is purchased from a data broker and nothing is inferred about an individual beyond what their own profile states.
What does "deterministic" mean here, and why does it matter?
It means the timeline is assembled by rules, not by a language model's judgement. The same profile produces the same timeline every time, and every entry points back to the profile field it came from. For an accreditation file that reproducibility is the whole value - an assessor can ask where one row came from and get an answer.
What happens when a profile is incomplete?
The gap is recorded as a gap. The analyser flags missing periods and unresolved employers rather than smoothing them over, and those flags stay visible in the output. An alumni dataset with no recorded gaps has been cleaned until it stopped being evidence.
Is this compliant with how we are allowed to handle graduate data?
An administrator control masks compensation and named-graduate detail, so a screen can be opened in an open meeting or a board session without exposing an individual. Institutions with specific residency requirements should raise them before procurement - on-premise deployment exists for exactly this reason.
Which cohorts have been validated so far?
MBA and PGDM is the first validation cohort - the profile shapes are consistent enough to test extraction rules against, and the career paths are varied enough to break them. The analyser is at v0.2.0 and cohorts are added as extraction is validated against them, rather than switched on everywhere and corrected later.
Bring one cohort. We will show you where it actually went.
Forty-five minutes, one programme, five years of graduate careers on screen.
We reply within 48 hours. +91 88796 54341