The Rise of Boomerang Employees

Boomerang employees are workers who leave a company only to return later. This practice was once rare, but it’s growing rapidly. For example, one 2025 analysis found boomerang hires made up 35% of all new hires (up from 31% a year earlier). Similarly, a multi-company survey showed about 28% of new hires between 2019–2022 were returning employees. While boomerangs still constitute a small share of the total workforce (roughly 2–4% of active employees), their impact on hiring is notable. In a tight labor market and post‑pandemic recovery, companies increasingly tap this “untapped” talent pool.

Boomerang hiring has surged especially since 2020. An analysis by Visier found today’s boomerangs typically return after about one year away. They accounted for roughly one‑third of external hires from 2019–2022. Another report noted the COVID‑19 period saw many workers realize the “grass isn’t always greener,” leading 48% of surveyed professionals to say they would consider returning to a former employer. In short, both employers and employees are increasingly embracing return-to-work arrangements in today’s competitive talent market.

Why Employees Return to Former Employers

Several key motivations draw workers back to past jobs. Better compensation and advancement are often cited. In one study, higher pay was both the reason employees left and what pulled them back. Nearly half of workers say they’d consider rejoining a previous company – and most aim for a promotion or higher salary if they do. Likewise, career growth opportunities can lure people back: former colleagues may have shifted roles or opened new paths that returning employees can now access.

Familiarity and fit also matter. Many boomerangs miss a former company’s culture or colleagues and return for the “sense of belonging” they left behind. They know the mission, values, and people – which can feel more comfortable than an unknown new workplace. Boomerangs often cite work‑life balance and flexibility as reasons to come back too (for example, if their former employer offers better remote or scheduling options). Finally, companies may actively entice talented alumni with signing bonuses or retention offers. In short, familiarity plus a compelling offer (especially financially or career‑wise) can motivate returnees.

Why Employers Rehire Alumni

From the employer side, bringing back former staff offers clear benefits. Faster onboarding and lower costs top the list. Boomerang hires already know the company’s processes and culture, so they “hit the ground running” with minimal training. Estimates suggest rehiring an ex‑employee can save one‑third to two‑thirds of typical recruiting costs. Indeed, when a worker returns, the company avoids many usual hiring steps, from job orientation to basic paperwork.

Veteran employees also deliver higher performance. Research shows boomerangs tend to be highly committed and satisfied. Several studies find returning workers often outperform new hires, especially in roles that require internal coordination and relationship‑building. That’s likely because they already understand the company’s goals and systems. Moreover, boomerangs frequently bring new skills and fresh perspectives gained from their time away. This blend of institutional knowledge plus outside experience can spark innovation.

Another advantage is cultural fit and morale. Employers know what kind of employee the boomerang was before, reducing hiring risk. In fact, a survey of HR pros found 76% believe boomerang hires are higher-quality than other external candidates. Rehiring can also signal to the workforce that the company values loyalty and growth. For example, companies like Deloitte and Microsoft now maintain formal alumni programs and “Road to Rehire” portals to keep skilled ex-employees in the loop.

Pros and Cons (Employers vs. Employees)

The table below compares key advantages and drawbacks for boomerang employees and their employers:

Notable Company Examples

Tech and consulting firms have embraced boomerangs. Microsoft’s official Alumni Network even includes a “Road to Rehire” portal; historically 10% of its hires were former employees. Deloitte runs a large alumni program and proudly features “boomerang stories” of consultants who returned with new skills. Similarly, Starbucks promotes ex-baristas to come back as managers, noting returning employees bring “new energy and loyalty”. Google, Amazon, and other tech giants also routinely rehire former staff, valuing their insider knowledge. Even small and midsize firms are taking note: many encourage departing staff to stay connected via LinkedIn or alumni networks, recognizing that 15–30% of future hires can come from this pool.

Risks and Challenges

Despite the upside, boomerang arrangements can pose challenges. For employees, one risk is cultural re‑adjustment. A recent study found that returnees often receive less support from colleagues than new hires might expect, especially if their original departure caused strain. If a boomerang left for a promotion elsewhere, returning to an old role can feel like a step backward or lead to status tension. Crucially, leaving on bad terms can backfire: many experts note “how you leave matters” – a negative exit may burn bridges and undermine a future return.

For employers, re‑onboarding a boomerang can also create issues. If processes or goals changed while the employee was gone, they may need extra training. Teams might worry about fairness if a newcomer is hired over qualified internal candidates, or if the returnee receives a bigger raise. And there’s always the danger of another churn – a boomerang who left once may do so again, forcing the organization to restart recruitment. Planning is key: companies are advised to check references (even from the interim employer) and make sure everyone understands that “this time is different”.

Advice for Employees (Considering a Comeback)

• Stay professional when exiting. Maintain good relationships and tie up loose ends. An amicable departure (even if via exit interview) ensures a positive impression and keeps the door open.

• Clarify your goals. Be sure returning aligns with your career plan. Since many boomerangs aim for promotions, negotiate clearly (salary, title or responsibilities) before you rejoin.

• Highlight new skills. When reapplying, update your resume to emphasize what you’ve learned elsewhere. Show how outside experience makes you even more valuable than before.

• Time it right. Data suggest most boomerangs return after about 12–16 months away. If you return too soon, coworkers may wonder why you left; if you wait too long, opportunities may dry up.

Advice for Employers (Rehiring Past Employees)

• Build an alumni program. Formalize the boomerang process. Keep departing staff in touch (e.g. via LinkedIn groups or alumni events) so you can re-recruit quickly when needs arise.

• Use exit interviews wisely. Understanding why someone left helps assess if a rehire makes sense. Follow up departures with positive encouragement (“let us know if you ever want to come back”) and document their contributions to spot top alumni later.

• Communicate openly. If you do rehire someone, be transparent about how the role may have changed since they left. Prepare the team by explaining the hire and addressing any equity concerns (for example, ensuring the returning employee’s salary is fair within the team).

• Plan their return. Even though they’re familiar with the company, schedule a thorough re-onboarding. Update them on new tools, policies or projects that emerged during their absence. A bit of training and support ensures they truly integrate and deliver on expectations.

By weighing these factors, both professionals and organizations can decide when a boomerang move makes sense. In today’s volatile job market, many employers see value in the “come-back kid,” and many employees find their second stint more rewarding – as long as both sides manage the transition carefully.