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What is a boomerang employee?
Definition: A boomerang employee is a person who leaves an organization and later returns to work there again, sometimes in the same role, often in a bigger one. They already know the culture, systems, and people, and they bring back new skills from their time away. Boomerang hires usually start with a relationship that stayed warm after the person left.
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Why it matters
Rehiring someone you know removes much of the guesswork in hiring. You have seen their work, they know how things run, and they can contribute sooner than a stranger. But that only happens if someone kept in touch after they walked out the door.
For the employee, the same logic applies in reverse. Leaving well and staying friendly with former managers keeps doors open. Many people return to a past employer because a former boss reached out at the right moment.
How it works
Why people come back
People leave for many reasons: a bigger title elsewhere, a move, a family need, a bad manager, or simple curiosity about another kind of work. Some of those reasons change. The new job turns out to be worse than expected, the family situation settles, or the problem that drove them away is gone. When that happens, a returning employee weighs a familiar place they know works against another unknown. If their old employer has stayed in touch and made it clear the door is open, coming back feels natural rather than awkward. Without that contact, many never think to ask.
Pros and cons of rehiring
The benefits are real. Boomerang employees need less onboarding, already have relationships across teams, and you know their strengths and quirks from experience. They often return with outside skills and a fresh view of what your organization does well. The risks are worth weighing too. If the original reasons for leaving have not changed, they may leave again. Some colleagues may feel passed over if a returning employee comes back at a higher level. The fix is an honest conversation before rehiring: why did you leave, what is different now, and what would make you stay?
Staying in touch with alumni
Boomerang hiring depends on what happens after the goodbye. Hold a respectful exit conversation and tell good employees plainly that you would welcome them back. Then keep the relationship alive. Congratulate them on new roles, invite them to alumni gatherings, share news about the team, and ask for their advice now and then. Note what they wanted that they could not get from you, because that is often what a future offer needs to include. When a fitting role opens, reach out personally rather than waiting for them to see a posting.
Examples
- A marketing manager leaves for a larger company, finds the culture a poor fit, and returns a year later after her former director checks in to ask how things are going.
- An engineer moves away for a partner's job, keeps in touch with his old team lead, and is rehired as a remote employee when the company opens remote roles.
- A nonprofit program officer leaves to finish a graduate degree and comes back two years later as program director.
- A sales rep who left over a difficult manager returns after hearing from a former colleague that the manager has moved on.
Putting it into practice
- When a strong employee resigns, tell them directly that the door is open if they ever want to return.
- Record their reasons for leaving and what they hoped to find elsewhere.
- Add them to a list of former employees you check in with a few times a year.
- Make most check-ins personal, such as congratulations on a new role or news about old teammates.
- When a fitting role opens, reach out personally before posting it.
- Before rehiring, have an honest talk about what has changed on both sides.
Write the message in 20 seconds
Free, no signup. The example is filled in: press the button, then replace it with your own situation. In Capstone, a message like it is written for each person you know when their check-in is due.
Frequently asked questions
What does it mean to be a "boomerang employee"?
Being a boomerang employee means you left an organization and later went back to work there. You might return to the same job or a new one, often with more experience and a better sense of what you value. The term comes from the way a boomerang returns to where it was thrown.
Are boomerang employees good to hire?
Boomerang employees are often good hires because you already know their work, they understand your culture, and they need less time to get up to speed. The main risk is that the reasons they left have not changed. Talk openly about why they left and what is different now before you make an offer.
What are the pros and cons of boomerang employees?
The pros are faster onboarding, proven performance, existing relationships, and new skills gained elsewhere. The cons are that unresolved problems may cause them to leave again, current staff may resent a higher returning title, and the team may have changed more than the returning person expects. Honest conversations before rehiring reduce most of these risks.
Is it a good idea to go back to a former employer?
Going back can be a good idea if the reasons you left have been resolved and the new role offers something you want. Ask former colleagues what has changed, talk honestly with the hiring manager about your reasons for leaving, and make sure you are returning to something better, not just away from a job you dislike.
How do you stay in touch with former employees?
Tell good employees on their way out that you would welcome them back. Then check in a few times a year with personal notes, such as congratulations on a new role or news about old teammates. Invite them to alumni gatherings and ask for their advice occasionally. When a fitting role opens, reach out to them directly.
Someone good just left your team? Put them on a check-in every three months. When they are due, Capstone has a short note ready in your voice. That way the door stays open if they want to come back.
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A study of 20 million LinkedIn members found that acquaintances, more than close friends, led to new jobs (Science, 2022). Capstone keeps those people warm. You approve every message, and it goes from your own email or phone.