can’t let go: the world’s most popular exes.

new research from Talent Intelligence highlights why people name ex-employers in their LinkedIn headlines and how those ‘exes’ benefit

Relationships with an ex-spouse or ex-partner can be a little … complicated. But, when it comes to ex-employers, more individuals are showing love — not by sending flowers or chocolates, but by including their former company’s names in their LinkedIn headlines. 

It has become increasingly common to see LinkedIn profiles leading with “ex-[company name]” or “ex-[job title] at [company name].” Including their ex-employers isn’t necessarily a sign of not being able to move on or a longing to go back. Rather, it’s done to highlight impressive previous experience, especially when that company is well-known and highly regarded as a place to work. They’re using the brand’s cache to stand out. 

The benefit of this trend isn’t just for the individual. When a former employee continues to publicly identify with their previous employer, it’s one of the most powerful and visible metrics of a company’s brand strength. It also signals a new frontier in employer branding, where a company’s alumni play a crucial role in its ability to attract new talent.

To understand this trend, Randstad Enterprise’s Talent Intelligence team explored the “World’s Most Popular Exes,” taking a deep dive into why individuals name their ex-employer, the types of talent most likely to do so and what the former employer gets in return.

ex-companies that get the most love

This research is based on an in-depth analysis of LinkedIn profile data, uncovering the global companies with the highest percentage of former employees who prominently display their “ex-[company name]” status in their professional headlines. The study reveals that, for many professionals, a past employer isn’t just a line on a resume, but a permanent badge of honor and a high-value career credential.

So which companies receive the most love from those who no longer work for them? Our research finds that the top three companies with the “stickiest” alumni brands globally are Honda, Google and Meta. These companies boast the highest ratios of former employees mentioning them in their LinkedIn headlines. These three are followed by a who’s who of other high-profile companies across consumer-tech and enterprise giants. 

the top 10 exes mentioned in LinkedIn headlines 

1. Honda (18.0%)
2. Google (17.5%)
3. Meta (14.2%)
4. TikTok (12.4%)
5. SalesForce (10.1%)
6. Amazon (9.3%)
7. SAP (9.3%)
8. Disney (9.2%)
9. Xiaomi (9.2%)
10. Alibaba (6.5%)

According to Randstad’s 2026 Workmonitor report, 63% of global workers say they feel more connected to their managers than their company as a whole. The companies on this list show that they’re able to defy the norm and create a work experience that makes talent feel connected to their previous employers and are happy to publicly promote those connections.

From the employer’s standpoint, when an alumni chooses to identify with their ex-employer, it’s a testament to the brand power of the company. It shows that people believe the experience gained while working there is a high-value, long-lasting credential. It’s also an important, yet often untapped metric; a strong alumni brand is crucial in attracting new talent. But it also creates a powerful, lifelong advocacy network that should be a key part of the talent attraction function.

who’s naming their exes?

Our research finds that using the “ex-” identification is most common among mid- to senior-level leadership; individuals at the manager (17.5%), director (15.6%) and vice president (15.1%) levels are most likely to recognize their previous employers. 

The trend is most prominent among former employees of the top 10 companies in business development (15.2%), operations (13.7%) and sales (12.9%) roles — all positions directly responsible for business strategy and execution. This suggests that those most deeply involved in a company’s growth are also the most likely to remain the biggest public advocates after they leave.

Other findings from the research include:

• • Talent in the APAC region are the most likely to include the “ex-” tag, with significantly higher numbers among former employees of Honda, Disney and Meta, signaling strong talent engagement in the region.

  • At an individual market level, the U.S. leads the use of the “ex-” tag across all of the top 10 companies, while India comes in second.

  • Entry-level talent are least likely to use the tag, indicating that engagement with a former company tends to grow with experience and role maturity.
    
    

building lasting relationships with talent

Overall, the findings tell us that the employee life cycle no longer ends on an individual’s last day with the company; it continues throughout their professional lives. Companies that invest in a strong employee experience and cultivate a positive, engaging alumni network can build a sustainable competitive advantage in the talent market and beyond. By providing a rewarding work experience, talent will continue to share the love, and long after they leave, helping the business to attract top talent and boost their reputation via these powerful endorsements.

Want to learn about how you can create an exceptional work experience for your talent? Download the full 2026 Workmonitor research to find out how you can be an architect of change to meet the evolving needs of talent today.