In the corporate world, there is one awkward situation that almost no one talks about – running into your ex-employee at a networking event and thinking, “They were actually pretty good.”
Now imagine this: instead of ghosting each other forever and building a grudge – you shake hands, talk business and opportunities, and they come back to work with you. Sounds like desperation, right? That is not desperation – that is Boomerang Hiring, and it is the smartest move you make this year.
The Numbers Make the Case First
According to a 2023 LinkedIn report, 4.5% of all new hires in companies today are boomerang employees. Two years ago, this number was just 3.9%. SHRM (Society for Human Resource Management) notes that boomerang hires outperform new hires in productivity and cultural alignment – especially when rehired within 2 years of leaving.
Add to that the fact that the average cost to hire a new employee in the U.S. is $4,700, according to the U.S. Bureau of Labor Statistics. For SMBs, that is not just a dent in the business – it is a disaster.
Now, imagine saving a big chunk of that by bringing someone back who:
- Knows the coffee machine’s tantrums.
- Already understands your product-market fit better than your intern does.
- Gives you business inputs that matter.
- Will not ask you what “Slack etiquette” means.
Boomerang hiring is not a trend, it is a strategy hiding in plain sight.
But Why Did They Leave in the First Place?
Let us address the obvious. If they left, why would you want them back?
Simple – because people leave for many reasons that have nothing to do with dissatisfaction:
- A new city
- A personal break
- A temporary career pivot
- Or the infamous “grass is greener” syndrome (spoiler: it often is not)
In fact, Harvard Business Review reports that 15% of employees who quit a job eventually return, often within three years. What brings them back? Usually, it is culture, colleagues, or realizing the chaos outside your four walls was not worth the hype.
The Hidden Benefits of Boomerang Hiring
Zero Cultural Onboarding
No awkward HR orientation. No confusion over dress codes or Slack channel names. They just get it.
Instant Performance Trajectory
You already have their past data. You know their strengths, weaknesses, and if they were a team player – or a spreadsheet saboteur.
They Are Now Even Better
Boomerangs often return sharper. They bring outside knowledge, a wider lens, and maturity. Think of it as importing talent without paying a consultation fee.
Storytime: The Return of the Quiet Star
In a small design startup in New York (name redacted for anonymity and dignity), an employee left to “pursue something more exciting.” The founder made peace with it.
Eighteen months later, after surviving three product pivots and a management disaster at their new job, that same employee emailed their old boss with this line:
“I think I underappreciated what we had.”
Within two weeks, they were back – this time with a better understanding of UI trends, a faster Figma hand, and zero ego. The employee is now the team’s design lead.
Moral of the story? Never burn your bridges.
Common Mistakes SMBs Make with Boomerang Hiring
Assuming They Would Never Come Back
Reality check: 1 in 6 would – if asked the right way.
Burning Bridges During Offboarding
A bad offboarding process poisons the possibility of a good return. Do not go cold; go warm-and-wishful.
Failing to Keep in Touch
A simple newsletter or alumni LinkedIn group can keep the door cracked open.
Make Boomerang Hiring a Part of Your Talent Strategy
Want to make this a part of your recruitment playbook? Here is how to start:
- Track and tag high-performing exits in your HR software.
- Create a lightweight alumni re-engagement campaign every quarter.
- Share new roles first with former employees via a private list.
- Publicly celebrate boomerang hires to normalize the practice.
Let your ex-employees know the door is open – but this time, with a better chair and slightly faster Wi-Fi.
Final Thoughts
Boomerang hiring is not old-fashioned. It is not lazy. It is strategically lean, culturally aligned, and financially wise – especially for small and mid-sized businesses where every hire counts double.
The talent you need is already out there and also knows your WiFi password.
