# Talent Management & Member Experience \[TM/MXP] {% hint style="info" %} **Responsible MCVP:** *Pending MC TM Manager input* · Contact: <_pending_@aiesec.dk> {% endhint %} ## Talent Management & Member Experience (TM/MXP) Talent Management and Member Experience (TM/MXP) is the function that ensures AIESEC in Denmark attracts, develops, and retains great people. As a TM/MXP team member, you own the full member lifecycle — from the moment someone applies to join AIESEC through their onboarding, ongoing development, team experience, and eventual transition out of the organization. You design the systems and touchpoints that make membership meaningful, and you use data to understand what is working and where people are falling through the cracks. ### Key Responsibilities * **Recruitment** — Plan and execute recruitment campaigns to attract new members each term. This includes designing application forms, promoting openings on social media and campus, reviewing applications, conducting interviews, and making selection decisions in collaboration with LCVPs. * **Onboarding** — Deliver a structured onboarding experience for every new member using the national Onboarding Mastertool. Ensure new members understand AIESEC's purpose, their role, their team, and the tools they will use within their first 30 days. * **Team Experience (TXP)** — Create and maintain rituals, check-ins, and team activities that build a strong, inclusive team culture. Monitor team health through regular pulse checks and address issues early. * **Learning & Development** — Coordinate the National Education Cycle (NEC) delivery at the LC level. Organize functional education sessions, leadership workshops, and skill-building opportunities aligned with the national learning plan. * **Retention & Engagement** — Track member engagement over time, identify at-risk members, and intervene with re-engagement strategies. Conduct exit conversations with departing members to understand reasons for leaving. * **National Member Survey (NMS)** — Administer the NMS each term, analyze results, and present findings to the LC and MC. Use NMS data to drive improvements in member experience. * **Transition Management** — Facilitate smooth transitions between outgoing and incoming teams at the end of each term, including knowledge transfer documents, handover meetings, and successor onboarding. ### Measures of Success | Metric | Description | Typical Target | | ---------------------------------- | -------------------------------------------------------------------------- | -------------------------- | | Retention Rate | Percentage of members who remain active through the full term | Target: 70%+ | | National Member Survey (NMS) Score | Overall member satisfaction and experience rating | Target: 4.0+ / 5.0 | | Recruitment Conversion | Percentage of applicants who become active members | Track per recruitment wave | | Onboarding Completion | Percentage of new members who complete all onboarding steps within 30 days | Target: 90%+ | | Time to Productivity | Average number of weeks before a new member delivers their first output | Lower is better | {% hint style="info" %} TM/MXP targets are set by the MC TM Manager at the start of each term. These targets cascade to LCVPs TM, who adapt them to local context. {% endhint %} ### Tools & Resources | Tool | Purpose | | -------------------------------- | ----------------------------------------------------------------------------------------------------------------------------------------------------------------- | | **Application Forms** | Google Forms or Typeform templates used during recruitment. Standardized nationally with room for LC customization. | | **TXP Tracker** | A shared spreadsheet for monitoring team health indicators, check-in completion, and engagement touchpoints across the term. | | **National Member Survey (NMS)** | The official survey instrument administered each term to measure member satisfaction, engagement, and experience quality. | | **Onboarding Mastertool** | A structured checklist and resource kit that guides new member onboarding. Covers organizational knowledge, functional basics, tool access, and team integration. | **Google Drive Reference:** All TM/MXP resources — recruitment templates, onboarding checklists, NMS templates, TXP guides, and training materials — are stored in the shared drive under: `04b — TM & MXP/` Subfolders are organized by phase: * `04b — TM & MXP/Phase 1 — Newbie/` — Materials for your first weeks * `04b — TM & MXP/Phase 2 — Member/` — Ongoing development resources * `04b — TM & MXP/Phase 3 — LCVP/` — Leadership-level TM guides * `04b — TM & MXP/Phase 4 — MCVP/` — National strategy and planning documents {% hint style="info" %} If you do not have access to the TM & MXP shared drive folder, ask your LCVP TM or the MC TM Manager to add you. {% endhint %} ### Training Materials Below are the key training presentations and guides for this function. For additional materials, browse the full Drive folder. {% embed url="" %} {% embed url="" %} {% embed url="" %} {% embed url="" %} Designing Member JDs {% endembed %} {% embed url="" %} Designing Member Persona {% endembed %} {% embed url="" %} How to: Recruitment {% endembed %} {% embed url="" %} {% hint style="info" %} :file\_folder: **Full resource folder:** `04b — TM & MXP/` in the shared Google Drive {% endhint %} ### How to Get Started 1. **Complete your own onboarding first** — Work through the Onboarding Mastertool yourself. This gives you firsthand experience with the process you will be delivering to others. Note what works well and what feels confusing — your feedback improves the tool for the next cohort. 2. **Review the current NMS results** — Ask your LCVP TM for the most recent National Member Survey report. Understanding how members rate their experience right now tells you where to focus your energy. 3. **Shadow a recruitment interview** — If a recruitment wave is underway, sit in on an interview as an observer. Pay attention to how questions are structured, how candidates are evaluated, and how the experience feels from the applicant's perspective. 4. **Set up your first team check-in** — Whether you are a TM team member or a team leader, schedule a one-on-one or team check-in within your first two weeks. Use it to listen, not to instruct. Understanding your teammates' motivations is the foundation of good TM work. *Last updated: April 2026 · Maintained by: MC TM Manager* --- # Agent Instructions: Querying This Documentation If you need additional information that is not directly available in this page, you can query the documentation dynamically by asking a question. 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