The One Who Got Away... and Came Back

In today’s measured yet highly competitive labor market, a powerful trend is reshaping how companies approach hiring: the strategic return of the boomerang employee. These are professionals who leave an organization for new challenges or personal growth, only to come back later bringing a valuable combination of institutional knowledge and fresh outside perspective. This is no passing trend. According to ADP, 35 percent of new hires in March 2025 were returning employees, the highest level in seven years and up from 31 percent the year before.

Boomerang hiring is far more than goodwill or a second chance. As external recruitment becomes more selective and workforce stability grows in importance, these returners have become a vital source of sustained organizational growth.

The Boomerang Effect

The labor market increasingly rewards reliability and alignment. Following the peak of the Great Resignation, job switching has slowed significantly. Quit rates have dropped by more than 25 percent across most countries, reflecting a shift toward cautious, deliberate career choices focused on long-term fit. Many candidates are returning to employers they already know and trust.

LinkedIn data supports this shift: nearly one in three new hires across North America are boomerangs, a substantial rise from a pre-pandemic average of just four percent. Many who left during periods of high churn found that the promised flexibility, career growth, or cultural fit elsewhere did not meet expectations. Others return following major personal shifts such as relocation or caregiving.

This trend is especially strong in knowledge-driven sectors. ADP reports that in March 2025, approximately four in ten new hires in information and professional services were returnees, with similar trends in technology.

Why Employers Are Investing in Alumni

Boomerang hires come with built-in advantages. They bring deep organizational context, established relationships, and an understanding of company expectations. This reduces onboarding time, speeds early productivity, and lowers risks compared to entirely new hires.

They also bring fresh insight. Exposure to different workplaces broadens their skills, certifications, and market awareness. This combination of internal knowledge and external experience enables them to contribute at a higher level and faster than typical hires.

Their decision to return sends a clear cultural message. It reinforces confidence in leadership and validates the employee experience to current staff and potential candidates alike. Their return is a tangible sign of a positive employer brand.

Making Returns Work

Not every return succeeds. If the issues that led to the original departure—such as limited development opportunities, management challenges, or cultural mismatch—remain, re-engagement will struggle.

Success requires transparent communication. Hiring managers should explain why the returning employee is the best fit and offer a tailored re-onboarding plan that reflects any changes since their departure. Familiarity does not replace a rigorous hiring process. Boomerangs still need to demonstrate alignment and readiness.

Leading companies are formalizing this approach. This includes cultivating active alumni networks, proactive outreach to former employees, and designing offboarding experiences that leave the door open for future returns.

Redefining Loyalty

The rise of the boomerang employee signals a fundamental shift in how careers unfold. Loyalty is no longer defined solely by uninterrupted tenure. Instead, it reflects enduring relationships that span time, even with breaks.

For employers, former employees are not just part of history. They are a valuable, pre-screened talent pool. Organizations that invest in keeping the door open beyond goodbyes will be best positioned to hire intentionally and lead with continuity in the years ahead.

Sources

ADP Research Institute. “Boomerang Hiring Makes a Comeback.” ADP Research Institute, 2025. https://www.adpresearch.com/boomerang-hiring-makes-a-comeback/

ADP Research Institute. People at Work 2025 Global Report. March 2025. https://www.adpresearch.com/wp-content/uploads/2025/03/PAW2025-Final.pdf

LinkedIn Talent Solutions. Future of Recruiting 2025. LinkedIn, 2025. https://business.linkedin.com/talent-solutions/resources/future-of-recruiting?trk=for-pdf-summary-fy25