The Boomerang Boom: 35% of All New Hires Are Former Employees (68% in Tech)

Remember when quitting your job to find something better was all anyone could talk about? The Great Resignation had millions of workers convinced the grass was greener elsewhere.

Well, they found out. And guess what? It wasn’t.

Here’s the wild part: 35% of all new hires in March 2025 were actually people returning to their old jobs. That’s more than one in three new hires. These aren’t just random workers either. In the tech sector, that number jumps to a jaw-dropping 68%.

Think about that for a second. More than two-thirds of new tech hires are people who worked there before, left, and came back.

According to fresh data from ADP analyzing millions of payroll records, we’re witnessing the biggest boomerang employee trend in modern hiring history. And it’s changing everything we thought we knew about career strategy.

Here’s what makes this really interesting: these returning employees aren’t coming back with their tails between their legs. They’re negotiating 25-28% salary increases and getting promoted into management roles at rates that would make job-hoppers jealous.

So if you’ve ever wondered whether going back to a former employer makes you look like you couldn’t hack it elsewhere, the data tells a completely different story. You might actually be playing the game smarter than everyone else.

In this article, you’ll discover why boomerang hiring has exploded, which industries are leading the charge, what this means for your next career move, and exactly how to position yourself for a lucrative return if you decide that’s your play.

The Numbers Behind the Boomerang Boom

Let’s cut through the corporate speak and look at what’s really happening.

The Overall Trend:

• 35% of all new hires in March 2025 were boomerangs
• Up from 31% in March 2024
• Up from just 27% in March 2018
• Hit a low of 26% during the 2022 Great Resignation

This isn’t a small shift. It’s a complete reversal.

Here’s what makes this wild: Boomerang employees are only 2% of the total workforce at any time. But they’re nearly one-third of all hiring activity. Small slice of who’s working, huge chunk of who’s getting hired.

The Tech Story is Even Crazier:

Metric	Rate
Tech boomerang hires (March 2025)	68%
Tech boomerang hires (one year earlier)	34%
Tech 12-month average	45%
Tech average before 2018	30%

In plain English: more than two out of every three new tech hires are people coming back. That’s more than double from just a year ago.

Why tech? The sector needs highly specialized skills that don’t exist everywhere. When the expertise you need is rare and concentrated in specific locations, bringing back someone who already knows your systems isn’t just smart. It’s essential.

Other Industries Seeing Big Jumps:

• Retail: 33% of new hires are boomerangs
• Manufacturing: 25% are returnees
• Education: Elevated rates
• Finance & Insurance: Elevated rates

Even these “lower” numbers mean one in four new hires used to work there before.

Why Employees Are Coming Back

The reasons behind this boom reveal some uncomfortable truths about what happened during the Great Resignation.

A lot of job switchers got sold a bill of goods. After leaving during the pandemic, tons of workers found:

• Terrible or nonexistent onboarding
• Roles that didn’t match what they interviewed for
• Culture worse than advertised
• Work-life balance that was a complete lie

Why They Left vs. Why They Left Again:

First Departure Reasons	Second Departure Reasons
Lack of career growth	No onboarding or support
Burnout	Role didn’t match interview
Health concerns	Toxic culture
Wanted to try something new	Horrible work-life balance

See the difference? People leave their first job for decent reasons. They leave their second job because they got burned.

Everyone’s Playing It Safe Now:

• Inflation concerns making workers cautious
• Market volatility favoring familiar faces
• Hiring slowdowns reducing risk appetite
• Workers don’t want unknown companies
• Employers don’t want unknown candidates

Plus, nobody’s moving anymore. Housing costs are insane. Remote work means you don’t have to relocate. When you’re staying local and your current job sucks, going back makes sense.

Here’s a jaw-dropper: 25% of boomerang employees were top performers before they left. These aren’t people who couldn’t hack it. Companies are losing their best talent, then paying way more to get them back.

That creates an interesting strategy. Maybe leaving and coming back IS the fastest way to get promoted and paid.

The stigma? Gone. Career paths aren’t straight lines anymore. Sometimes the smartest move forward is going back.

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The Return Timeline: When Boomerangs Come Back

Most boomerang employees return about 13 months after leaving. This timing isn’t random. It’s just long enough to realize the new gig isn’t working but not so long that all your old relationships have faded.

The Return Window:

• 26% return within 7 months
• 75% return by month 16
• Average return: 13 months
• Sweet spot: 13-16 months

For Workers:

You should seriously evaluate your new role around the one-year mark. Ask yourself:

• Are the problems here worse than what I left?
• Did I gain the skills/experience I was after?
• Do I miss the culture at my old company?
• Am I ready to have that conversation?

If the old problems seem better than your current issues, that’s your signal.

For Employers:

The one-year mark is prime time to reach out. Companies with smart alumni programs:

• Automate check-ins at 12-15 months
• Send personalized “we miss you” messages
• Share new opportunities that match their skills
• Make it easy to start the conversation

Staying Connected Matters:

Employees who keep in touch with former colleagues are way more likely to return. This is why you should:

• Leave on good terms (always)
• Stay visible on LinkedIn
• Attend alumni events if they exist
• Keep relationships warm

Your exit strategy should assume you might come back. Because you might.

The Boomerang Premium: Why Returners Earn Way More

Here’s where things get really interesting. Boomerang employees earn 25-28% more when they come back compared to what they made when they left.

The Pay Raise Comparison:

Employee Type	Average Raise
Boomerang employees	25-28%
Job hoppers	10-15%
Employees who stayed	4%

Let that sink in. Between January and April 2022, the average boomerang scored a 28% raise. People who stayed at one company? A sad 4% bump.

Even job-hoppers crushing it in the tight labor market weren’t getting 28% raises. Boomerangs were beating everyone.

Why This Makes Total Sense:

• You clearly had other options (you left)
• You gained new skills elsewhere
• You still know their systems cold
• You’re negotiating from serious strength
• You know exactly what you’re worth to them

Here’s a crazy stat: 40% of boomerangs who come back to management roles were individual contributors when they left.

That’s a massive career jump. Most people don’t get that by staying put. The pattern is clear: leave, gain experience, come back. That might be faster than grinding in your original role.

Andrea Derler from Visier explains it perfectly: boomerangs are the best of both worlds. Fresh ideas and new experiences like any external hire. But also deep company knowledge and proven culture fit like a veteran.

If you’re thinking about going back, you’ve got serious leverage:

• Proven performance history
• New skills from elsewhere
• Insider knowledge + outside perspective
• Market data showing 25-28% premiums

The data backs you up. Use it.

The Retention Advantage: Boomerangs Actually Stay

You’d think someone who left once would leave again, right? Wrong.

The Retention Numbers:

Employee Type	3-Year Retention
Boomerang employees	64% stay 3+ years
New hires	45% stay 3+ years
Difference	44% higher retention

Industry Example (Retail):

• Boomerang turnover: 5.7% annually
• Industry average: 65% annually

That’s not a typo. These people stick around.

Why This Matters:

• Hiring costs keep climbing
• Training takes months
• Someone who stays years > someone who stays months
• ROI on boomerangs is massive

Why Do They Stay?

They’ve seen what else is out there. They know what they actually liked about their old job. They’re coming back with clarity, not naive optimism.

That perspective creates way higher satisfaction and longer tenure.

The Cost Savings (Harvard Business Review):

Companies can cut costs by up to 50% per hire by bringing back boomerangs:

• Lower recruiting costs
• Less training time
• Faster productivity
• Immediate contributions from day one

When companies can’t afford long onboarding and need people who can jump right in? Boomerangs are gold.

Industry Patterns: Who’s Hiring Boomerangs

While boomerang hiring has increased across nearly all sectors, certain industries are embracing the trend more aggressively than others.

The information sector leads by a massive margin. With 68% of March 2025 new hires being returnees and a 12-month average of 45% boomerang hires, tech companies are clearly finding enormous value in bringing back former employees. The specialized skill requirements, geographic concentration of talent, and fast-changing technology landscape make institutional knowledge especially valuable.

Major tech companies like IBM, Microsoft, and Deloitte have invested heavily in formal alumni programs specifically designed to facilitate rehiring. These aren’t casual LinkedIn groups. They’re sophisticated engagement systems with newsletters, events, job boards, and dedicated staff maintaining relationships with former employees.

Retail averages 33% boomerang hires, according to Harvard Business Review data. The combination of high turnover in the sector and the value of employees who already understand store operations, customer service standards, and inventory systems makes returnees attractive. When you’ve already invested in training someone on your point-of-sale system and merchandising approach, bringing them back is far more efficient than starting over.

Manufacturing sees 25% of new hires as boomerangs. The technical knowledge required for many manufacturing roles, combined with safety training and equipment familiarity, creates natural advantages for workers who’ve done the job before. For workers exploring career options in manufacturing, understanding that leaving doesn’t have to be permanent can open up more strategic career moves.

Education, finance, and insurance are also experiencing elevated boomerang rates. Interestingly, the sectors with the most sophisticated alumni programs (professional services firms, consulting, and accounting) often see the highest return rates, suggesting that systematic engagement with former employees drives results.

The Employee Perspective: Should You Consider Boomeranging?

If you’re contemplating a return to a former employer, here’s what you need to know to position yourself strategically.

Maintain relationships from the moment you leave. The employees most likely to be welcomed back are those who departed professionally, stayed connected with former colleagues, and kept a positive reputation. Your exit strategy should always assume you might want to return someday.

Check if your former employer has a formal alumni network. Many companies now maintain these specifically to facilitate rehiring proven talent. If they don’t have an official program, LinkedIn becomes your primary tool for tracking former colleagues and maintaining visibility.

Time your outreach strategically. Research suggests the 13-16 month window after leaving is optimal for making your return. You’ve been away long enough to gain new skills and perspective but not so long that relationships have completely faded or the company has moved in entirely new directions.

Before reaching out, do your homework. Track your former company’s developments, understand their current challenges, review recent job postings to identify skill gaps you might fill, and research current compensation standards so you can negotiate effectively.

Prepare to address why you left and why you want to return. Be honest about what you were seeking when you departed and what you learned from your time away. Frame your return not as an admission of failure but as a strategic choice based on greater clarity about what environment helps you perform best.

Position your external experience as an asset. The skills you gained elsewhere, the different approaches you observed, the broader perspective you developed – these are all valuable contributions you bring back. You’re not the same employee who left. You’re a better, more experienced version with added capabilities.

Negotiate from strength. You have proven performance with this company, fresh skills from elsewhere, and the unique advantage of knowing exactly what you’re worth to this specific organization. Use the same strategies that job switchers use to negotiate compensation, but add in your institutional knowledge as additional leverage.

The Employer Perspective: Building a Boomerang Strategy

For companies looking to capitalize on this trend, several strategic approaches stand out.

Transform your offboarding process into a retention tool. The relationship with high performers shouldn’t end at the exit interview. Celebrate their new opportunity, acknowledge their contributions, and make it clear that the door remains open. This final impression determines whether they’ll even consider returning.

Create an alumni network, even if it’s simple. You don’t need elaborate software systems. A quarterly newsletter, LinkedIn group, or occasional invitations to company events can maintain connections. The key is regular, relevant communication that keeps your organization visible and positive in former employees’ minds.

Track who leaves and why. Understanding the specific reasons for departures helps you identify which former employees are good candidates for rehiring. Someone who left because they relocated or needed a sabbatical for health reasons is very different from someone who fled a toxic manager or accepted a better opportunity.

According to our analysis in the current state of hiring in 2025, companies that systematically track alumni and maintain engagement see significantly higher boomerang rates.

Reach out at the critical 12-15 month window. Set up systems to notify your talent team when former high performers approach this timeframe. A personalized message expressing that they’re missed, coupled with information about new opportunities, can be remarkably effective.

Consider offering enhanced packages to returning top performers. Beyond the competitive salary they’ll expect, think about sign-on bonuses, flexible work arrangements, or other perks that demonstrate your commitment to bringing them back. The cost is still typically lower than recruiting, hiring, and training someone completely new.

Address the issues that made them leave initially. If someone departed because of limited advancement opportunities, they’ll expect to see a clear path to promotion upon return. If work-life balance was the issue, they need to see concrete changes in how your organization operates. Bringing someone back into the same problematic situation that drove them away is a recipe for quick re-departure.

The Dark Side: What Could Go Wrong

While the data on boomerang employees is largely positive, smart professionals and employers need to understand potential pitfalls.

Not all returns are successful. Some research suggests that boomerang employee performance can be similar to or even lower than new hires or internal promotions. The assumption that a returning employee will automatically be a star can lead to disappointment if circumstances have changed or if the issues that drove their departure remain unresolved.

Other current employees may perceive favoritism when former colleagues return, especially if the boomerang comes back at a higher level or with better compensation. This can damage team dynamics and morale. Managing these perceptions requires transparent communication about hiring decisions and ensuring fair treatment across all team members.

There’s always the risk they’ll leave again. While retention data for boomerangs is generally positive, the fact remains that these employees have demonstrated a willingness to depart. Some may have developed a pattern of job-hopping that won’t change just because they came back.

The best way to mitigate these risks is through direct, honest conversations before re-hiring. Don’t be overly polite or skirt around tough questions. Ask explicitly why they left, what they learned from their time away, why they want to return, whether the issues that drove their departure have been resolved, and what would need to be different for them to stay long-term.

The Great Regret: Did Job Hoppers Learn Their Lesson?

The boomerang boom raises an awkward question: did everyone jump ship too fast?

43% of people who quit during the pandemic admit they were better off at their old job. Nearly 20% actually went back. That’s a lot of regret.

The pandemic created perfect conditions for job hopping. Everyone was hiring. Wages were spiking for switchers. Remote work exploded. It made total sense to explore options.

But tons of workers found their new opportunities came with nasty surprises.

Poor onboarding topped the complaint list. Companies hiring rapidly didn’t have systems to integrate new people. Great opportunity during interviews? Chaotic mess in reality.

Culture mismatch was another killer. You can’t really know a company’s culture from the outside. Workers left known environments for companies that looked good but felt terrible day-to-day.

The lesson isn’t “don’t change jobs.” The data shows leaving and returning often gets you better pay and faster promotions than staying put.

The real lesson is be strategic. Leave with a plan. Keep your relationships warm. And know that going back isn’t failure. It might be the smartest move you make.

What This Means for the Future of Work

The boomerang boom signals several important shifts in how careers and hiring work.

Career paths are no longer linear. The old model of steady progression within a single organization or at least always moving “forward” to new companies has given way to a more fluid approach where circling back is normal and even advantageous.

This flexibility benefits both workers and employers. Professionals can leave to gain specific experiences, develop new skills, or simply try something different, while knowing they can return if the experiment doesn’t work out. Companies can view departures less catastrophically, recognizing that today’s resignation might be tomorrow’s rehire.

The relationship between employer and employee extends beyond employment tenure. As we’ve explored in our analysis of the changing job market, successful organizations are thinking in terms of lifetime relationships with talent rather than just employment periods. Your alumni are part of your talent ecosystem, not lost resources.

The rise of formal alumni programs, sophisticated talent communities, and systematic engagement with former employees reflects this new reality. Companies that embrace this approach gain access to a proven talent pool while reducing recruiting costs and risks.

Leaving a job on good terms has never been more important. The way you depart determines whether returning is even an option. Given that one in three new hires are boomerangs, treating every resignation as the potential start of a temporary break rather than a permanent goodbye just makes strategic sense.

This means following best practices for resignation, maintaining professional relationships, and leaving your work in good order. Your employer today might be your employer again in 18 months, so your exit should reflect that possibility.

The Tech Exception: Why Information Sector Leads

The information sector’s jaw-dropping 68% boomerang rate in March 2025 deserves special attention because it reveals important dynamics about talent in specialized fields.

Technical skills are often geographically concentrated. Certain expertise exists primarily in specific metro areas or tech hubs. When companies in these locations need particular capabilities, their options are limited. Bringing back someone who already worked there becomes not just convenient but potentially the only efficient solution.

The rapid evolution of technology means that someone who left 12-18 months ago still has highly relevant knowledge. They understand your tech stack, your architecture decisions, your codebase, and your systems. Even with the fast pace of change in tech, that foundation remains valuable.

Tech companies pioneered alumni programs. Organizations like IBM, Microsoft, and major consulting firms recognized early that maintaining relationships with former employees created talent pipelines. These sophisticated programs, complete with job boards, networking events, and engagement tools, normalize and facilitate returns.

The information sector also saw explosive pandemic-era hiring followed by well-publicized layoffs and restructuring. This cycle created large populations of former employees who might have left involuntarily or during periods of rapid change. As companies stabilize, bringing back proven talent makes increasing sense.

For tech professionals navigating career decisions, understanding that returning to a former employer is not just acceptable but common in the industry should inform your strategic thinking. The stigma that exists in some industries simply doesn’t apply in tech.

Practical Steps for Making Your Return

If you’re seriously considering a boomerang move, here’s your playbook.

Step 1: Gauge the Temperature

Before formally expressing interest, reach out informally to former colleagues you trust.

Questions to Ask:

• What’s changed since I left?
• How’s the company doing?
• Are there openings that match my skills?
• Would they even consider bringing me back?

Track Company Developments:

• Set up Google alerts for your former employer
• Follow them on social media
• Review their job postings regularly
• Read annual reports and press releases

You want to spot specific challenges where you could add value.

Step 2: Identify Your Unique Value

What can you offer now that you couldn’t when you left?

Potential New Assets:

• Technical skills from your time away
• Management or leadership experience
• Industry knowledge from elsewhere
• Fresh perspectives on old problems
• Expanded professional network

Research Compensation:

• Check Glassdoor and Payscale
• Review industry salary surveys
• Know the market rate before negotiating
• Remember: boomerangs average 25-28% raises
• Use this data to establish your floor

Step 3: Craft Your Narrative

Prepare to explain both why you left AND why you want to return.

Good Framing:

• “I left to gain experience in [X], and I did”
• “My time away helped me realize what I valued about [company]”
• “I’ve gained clarity about where I do my best work”

Bad Framing:

• ❌ “I made a mistake leaving”
• ❌ “My new company was terrible”
• ❌ “I couldn’t find anything better”

Be Ready to Address:

• Why you left (honest, not bitter)
• What you learned away (specific skills)
• Why you want back (strategic, not desperate)
• What’s changed (you’ve grown, hopefully they have too)

Step 4: Make Formal Contact

Once you’ve done your homework, reach out to your former manager or HR.

Your Message Should:

• Express clear interest
• Reference specific opportunities
• Explain what you bring to the table
• Treat it as seriously as any job application

Be prepared for a full interview process. Just because you worked there doesn’t mean you’ll be rehired without evaluation.

Step 5: Negotiate Strategically

You have unique leverage. Use it.

Your Negotiating Strengths:

• ✓ Proven performance record
• ✓ Institutional knowledge
• ✓ New capabilities from elsewhere
• ✓ Data showing 25-28% boomerang premiums

Don’t be shy about asking for what you’re worth. The data shows boomerangs get significant raises. Expect one.

The Bottom Line

The boomerang employee boom is real, massive, and changing how careers work.

35% of all new hires are former employees. In tech, it’s 68%. These aren’t failures returning home. They’re strategic players getting 25-28% raises and promotions most people can’t match.

The financial case is clear. Boomerangs earn way more than people who stayed. They also stick around longer, with 44% better retention over three years.

For workers, this flips conventional wisdom. Maybe the fastest way forward is going back with more skills and better negotiating power.

For employers, the message is simple: don’t end relationships at the exit interview. Build systems to stay connected, track who leaves and why, and reach out at the 12-15 month mark.

The stigma is dead. In a hiring market that’s slower and pickier than ever, boomerang employees offer proven capabilities with zero ramp-up time.

Your next career move might not be forward. It might be back. And that’s not just okay. It might be brilliant.

The data backs it up. The trend is growing. The payoff is real.

Whether you’re thinking about returning to a former employer or just planning your moves strategically, recognize that career paths aren’t straight lines anymore. Sometimes the smartest move is circling back to somewhere you’ve been, but on better terms.

The job market keeps evolving. The boomerang boom isn’t going anywhere. Learn to use it.

Interview Guys Tip: If you’re maintaining relationships with former colleagues at a company you might want to rejoin someday, focus on adding value to those connections rather than just staying visible. Share industry insights, make useful introductions, or comment thoughtfully on their professional updates. When the time comes to explore returning, you’ll have genuine relationships rather than just names in your network.

The boomerang boom isn’t a temporary pandemic aftermath phenomenon. With economic uncertainty, lower mobility, and persistent talent shortages in specialized fields, this trend looks set to continue and even accelerate. Understanding how to navigate it successfully, whether as an employee or employer, will become an increasingly important skill in the evolving job market of 2025 and beyond.

Your next career move might not be forward. It might be back. And that’s not just okay – it might be brilliant.

The reality is that most resume templates weren’t built with ATS systems or AI screening in mind, which means they might be getting filtered out before a human ever sees them. That’s why we created these free ATS and AI proof resume templates:

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