Why Boomerangs Return, and Why Companies Want Them Back

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.  

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.