Blog

Why Boomerangs Return, and Why Companies Want Them Back

Untitled design (89)

Boomerang hires, alumni who return to their former employer, are on the rise, making up 35% of new hires in some industries. Companies value these returning employees for their cultural fit, fresh perspective, and cost savings, while alumni programs help track and welcome back top talent.

Topics: , ,

Contributed By: Danya Ray, Alumni Program Manager at Seyfarth Shaw

If you’ve ever built – or benefited from – an alumni program, you know it’s more than just a feel-good initiative. It’s a strategic powerhouse. Historically there have been three business drivers corporate alumni programs support:  

  1. Business Development – Turning former employees into clients 
  2. Boomerang Rehires – Welcoming back ex-employees who return 
  3. Brand Ambassadors – Alumni who speak highly of their former employer 

While business development has consistently ranked as the top driver, talent acquisition is a very close second. According to PeoplePath research, 8% of new hires on average are rehires. When companies invest in their offboarding process, this number can be upwards of 25-30% saving millions in recruitment costs. Also, newly reported in 2025, 34% of companies are tracking regrettable losses – those who voluntarily leave a company who might have been considered a top performer.   

We know why people leave their jobs – poor managers, no upward mobility, a lack of salary or benefit improvements, new experiences, etc. But why do they return?  

Boomerangs Are Back—and Breaking Records

According to recent ADP Research that looks across various industries, boomerang employees made up 35% of new hires in 2025 – the highest percentage since they started tracking in 2018, and an increasing trend in recent years.  

Screenshot 2025-11-19 100538
Screenshot 2025-11-19 102727

Why and When Do Former Employees Return?

There are a variety of reasons why a former employee will return to their previous employer:

  • The new culture isn’t a fit
  • The new role wasn’t as promised
  • They miss their old team and/or resources
  • A senior role is available
  • Increased salary / benefits / title
  • Stability

A Harvard Business Review article finds that the average time for rehiring former employees is 13 months. A forward-thinking corporate alumni program should work this timeline into their communications by adding in a check-in around month eight or nine to gauge the likelihood of that person returning.

Why Do Companies Rehire Staff?

Similarly to the above, there are a variety of reasons why this is a strategic tool:

  1. Cultural Fit – Alumni already know the ropes. Returning talent hit the ground running, making onboarding faster and more effective.
  2. Fresh Perspective – They bring new skills, insights, and sometimes even clients from their time away.
  3. Cost Savings – Recruiting is expensive. A company can save on the cost per hire, as well as decreased training time.

Compared to other employees, boomerangs are:

  • 1% more satisfied
  • 8% more committed to the organization
  • 6% devote more hours on extra-role behaviors than stayers on average

Boomerang hiring isn’t just a trend – it’s a testament to the power of relationships, culture, and keeping the door open in a way that’s mutually beneficial. So, if you’re an alumni thinking about going back to a previous company, or a company wondering about rehiring regrettable losses, the grass might actually be greener where it all began.

Related Items