Career

What is a Boomerang Employee? Pros & Cons

Q: Is Being a Boomerang Employee Good?

These employees return when new jobs fail to meet expectations, like work culture, poor leadership, work-life imbalance, or for better pay, promotions, stability, and strong ties to former colleagues.

Published: February 05, 2026 Last modified: February 05, 2026 13 min read

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Boomerang hiring is on the rise as companies bring back employees who left during the Great Resignation. Many workers thought new jobs would be better, but found they didn’t meet expectations, a phenomenon known as the “grass is greener” phenomenon. This is now called the Great Regret. This shift has led companies to welcome back skilled talent familiar with their culture.

In this blog, we explore who boomerang employees are, why they leave and return, the value and pros/cons for employers, and best practices for a smooth rehiring process that maximizes productivity, loyalty, and overall value.

Key Takeaways:

Explains what boomerang employees are and why they are becoming more common after the Great Resignation and Great Regret
Examines the key reasons employees leave organizations, including career growth, life changes, burnout, and company shifts
Explores why employees choose to return to former employers and the factors influencing their decision
Highlights the value and benefits of boomerang hires for employers, such as faster productivity and lower hiring risk
Outlines the pros and cons of rehiring former employees to support informed hiring decisions
Shares best practices for employers and employees to ensure a smooth and successful rehiring process

What is a Boomerang Employee?

A boomerang employee is a worker who returns to a previous employer after leaving. The employee may have left voluntarily for personal or professional reasons. Even seasonal workers can return to previous jobs or pursue new positions. This has become more common, with a notable number of new hires in some firms being former employees.

Companies value boomerang employees for their familiarity with the culture and reduced onboarding requirements. They also bring new skills gained elsewhere, which can increase productivity and lower hiring costs. However, challenges like short-term commitments or unresolved past issues require careful evaluation before rehiring former employees.

Why do They Leave?

Employees leave organizations for multiple reasons, for example, personal and professional. Some step away in search of better opportunities, while others leave due to temporary life circumstances. They might return to the previous organization as boomerang employees. Some Common explanations for why an employee temporarily leaves work are:

Market Dynamics and Job Trends: Company changes like restructuring, layoffs, or job cuts can also cause employees to leave.
Company Culture: Long work hours, strict schedules, or burnout can cause employees to leave their organization.
Personal Commitments: Relocation, caring for family, health issues, or a spouse’s job change can also prompt employees to exit temporarily.
Planned or Seasonal Departures: Retirees, seasonal workers, or ‘snowbirds’ sometimes leave but plan to come back later.

Why do They Return?

Research and workplace trends show that practical needs, emotions, and career goals play a big role in employees returning to their previous jobs. Whether they didn’t find a better fit elsewhere or realized their old role suited them better, there are common reasons behind their decision to come back. Some Key reasons include:

Disappointment with the New Job

Many employees leave because they are excited about new opportunities. But they find that the new job doesn’t meet their expectations due to poor work culture, unclear roles, limited growth opportunities, or weak leadership. When this happens, their previous position feels more stable and appealing, leading them to want to return.

Stronger Relationships and Emotional Attachment

Employees often leave companies due to temporary issues, but have lasting bonds with coworkers or leaders. These relationships can make them want to return if they miss the teamwork or feel loyal to the company.

Better Pay

Employees often negotiate higher salaries or improved conditions upon return, as data shows boomerangs earn more than those who never left.

Technology and Digital Transformation

Advances enabling remote work allow returns for those who left due to relocation needs, now supported by new infrastructure.

Cultural Transformation

Companies that improve workplace culture, benefits, or flexibility (e.g., hybrid options) address past issues and attract former employees back.

Personal Circumstances

Changes in personal circumstances, such as family needs, health reasons, or life reevaluation, may make it easier for employees to return feeling recharged or after changes like family relocations are resolved.

External Factors

Changes in the job market or industry downturns might make a return to a former employer more practical or desirable.

What is the Value of a Boomerang Hire & Benefits for Employers?

Boomerang hires, or rehiring former employees, deliver significant value to employers. This can be achieved through cost savings, faster productivity, and reduced risks. These employees often adjust quickly and bring new ideas from other workplaces, and already understand the company culture and expectations.

Faster Productivity

Boomerang hires already know the company’s systems, culture, and expectations, so they need less training and can perform their jobs effectively more quickly.

Lower Hiring Risk

Since the employer has worked with them before, their skills, work ethic, and performance are already known, reducing the risk of hiring an unsuitable candidate.

Reduced Recruitment and Training Costs

Rehiring former employees also cuts recruitment and onboarding costs compared to new hires, since far less time and resources are needed for integration and training.

Stronger Engagement and Loyalty

Employees who return often feel more committed and appreciative, which can lead to higher motivation and better retention.

New Perspective with Company Knowledge

Boomerang hires bring new skills, networks, and ideas gained from other workplaces while still understanding how the organization operates.

What are the Pros and Cons of Hiring Boomerang Employees?

Hiring boomerang employees can offer advantages, but it may also present challenges. The table below highlights key features and how each can help or create difficulties for employers.

Pros and Cons

Feature	Pros	Cons
Onboarding and Training	Faster onboarding and lower costs due to prior familiarity.	May expect higher pay, increasing compensation expenses.
Performance and Skills	Bring new experiences, skills, and networks for higher productivity.	May not bring as many completely fresh ideas as a new hire.
Culture and Retention	Stronger loyalty, better fit, and boosted team morale.	Could cause resentment with present coworkers due to perceived favoritism.
Hiring Risks and Costs	Reduced recruitment risks and overall savings up to 50%.	Revival of past issues or concerns about loyalty.

Best Practices for Re-Hiring and to Return for Employers & Employees

Rehiring former employees can be advantageous if done thoughtfully. Both employers and returning employees should follow best practices to ensure a smooth transition, set clear expectations, and build good relationships.

For Employers: Best Practices for Re-Hiring

The “Exit Interview” Review: Review the employee-exit notes and past performance. Determine whether they left on good terms and if their return is likely to be positive. This helps HR to avoid past mistakes and shows improvement.
Resetting Expectations: Do not assume returning employees will automatically fit back into their old roles. Discuss any changes related to the role or company goals, along with clearly explaining performance expectations.
Compensation Conversations: Knowing the payroll calculation and the employee’s new experience, compare the salary to current market rates. Be transparent regarding any adjustments to compensation, benefits, or bonuses to ensure fairness and maintain trust.

For Employees: How to Return Gracefully

Don’t Burn Bridges: Always leave on good terms and honor notice periods, as your past reputation can affect future opportunities.
The Narrative: When interviewing to return, focus on what you have learned and how you have grown. Keep your response brief, positive, and focused on the future.
Reintegration: Work on building good relationships with former coworkers, who might now be managers, as well as with new colleagues. Show flexibility and professionalism.

Questions to Consider with Boomerang Employees

Why Come Back to Us Instead of Moving Forward to a New Company?

Sample answer: “Returning lets me work with people and a culture I already know and trust, while bringing the new skills and experience I gained elsewhere. It offers a faster, more meaningful impact than starting from scratch at a new company.”

How do You Feel about Rejoining the Team where Former Peers Might Now be Your Managers (or Vice Versa)?

Sample answer: “I feel confident and adaptable, ready to respect the new roles while maintaining strong teamwork and collaboration. I see it as an opportunity to grow, collaborate, and contribute positively in a familiar environment.”

What is the One Thing You Learned at Your Other Job that You Think We are Missing Here?

Sample answer: “The one thing that I learned at my other job is the power of daily stand-up meetings to align teams and identify issues early. Implementing a similar approach here could boost collaboration and resolve challenges more quickly.”

What have You been Doing and Learning since You Left?

Sample answer: “Since leaving, I’ve been building my skills and expertise in AI and data analysis through online courses and hands-on projects. These experiences have improved my problem-solving and renewed my interest in working on innovative projects.”

You Left for a Specific Reason. Why is that No Longer an Issue for You?

Sample answer: “The reason I left has been addressed, and I’ve used the time since to grow my skills and gain new experiences. I’m now fully focused and ready to commit to contributing long-term to a team.”