The enterprising employee’s guide to “boomeranging”

Remember that time in 2021 when we all quit our jobs in search of greener pastures? If you were part of the Great Resignation, you might be feeling nostalgic for your old gig lately. Similarly, if you lost your dream job in the waves of restructuring that swept the tech industry in 2022 and 2023, it’s only natural to wonder about returning.

Welcome to the wild world of “boomeranging.”

Named after the ancient hunting tool used by Aboriginal Australians, boomerang employees are those who leave a job (whether by choice or not), then return later. It’s surprisingly common in industries like manufacturing or retail, where at least a quarter of new hires are actually returning employees. In tech, it’s less common – about 14% of techies are boomerangs, according to a 2019-2022 analysis published in Harvard Business Review.

Most organizations (roughly 70%) are open to rehiring past employees, and some proactively weave it into their recruiting approach. A raise or perks like greater flexibility might even be on the table for returning employees. With that in mind, boomeranging starts to look like a legit career advancement strategy, or at least a solid option when it’s time for (another) change.

Should you hop back over the fence in the hopes the grass will truly be greener this time? Put down roots where you are? Or move to a different employer altogether? This is a guide to thinking through that decision, and, if you decide to make the leap back, how to do it well.

To boomerang, or not to boomerang: that is the question

Reasons for returning to an employer are as varied as the reasons for leaving in the first place: higher pay, better benefits, career development, and culture are most common. But the overarching theme is that the new job simply didn’t live up to expectations. According to the analysis mentioned above, this realization sets in right around the one-year mark for most boomerangers. The trick is not to look back at your old job through rose-colored glasses.

Making a list of pros and cons helps overcome that nostalgia bias. The simple act of putting your thoughts in writing forces you to clarify your thinking. That list also becomes a touchstone you can refer back to in moments of doubt. (When you’re feeling torn, it can be hard to keep everything straight in your head, and this is no time to accidentally gaslight yourself.)

As you compare the reasons you left against the reasons you’re tempted to return, be sure to cover these five areas.

1. Logistics: What are the expectations around in-office vs. remote work? How about schedule flexibility to accommodate your lifestyle and family obligations? In a recent survey, Atlassian found that 25% of workers with location flexibility still feel pressured to show up in the office, lest they be viewed as less productive. If you strongly prefer flexible work, talk with a few people to get a sense of what the vibe really is.
2. Tools and practices: While 71% of workers work remotely at least once a week, only 51% say they’re provided with remote collaboration tools, so be sure to inquire about this. And do teams get support and training so they can actually unlock the full power of these tools? Aside from the technology, our distributed world also requires updated practices around goal clarity and connecting with the right people to move work forward – another point to investigate.
3. Compensation: Remember to look at the total package, not just the salary. Take benefits like health coverage and vacation time into account, as well as the potential for bonuses. What about professional development opportunities like conferences and online courses? Do they offer childcare assistance? Complimentary meals in the cafeteria or super-good snacks in the kitchen? (Hey, free food adds up!)
4. Growth potential: Recruiters may talk up how fast the company is growing and how new leadership roles are being created all the time. Which might be true! On the other hand, this is something that is both easy to promise and easy to renege later. But there are lots of other ways to grow, too. What about the potential for lateral moves that broaden your experience? Or juicy projects that give your expertise more depth? Just be sure to gut-check what you’re hearing now against what you observed the first time around.
5. Agency: The grass might be greener on the other side of the fence, but can you “water the grass” where you are now? Also, what sort of agency did you have at your old job? Remember that things will have changed since you left and you may or may not be empowered to change them back to your liking. Trust – how confident are you that executives are steering the organization in the right direction? Can you take them at their word? Consider how many C-suites declared in 2020 that remote work and DEI programs and sustainability would always be a core part of their company…then consider what’s happened since. This isn’t to say that policies should be treated like blood-oaths – organizations have to adapt to shifting external forces all the time. But if changes in strategy or policy left a bad taste in your mouth the first time around, that’s a red flag.

Some of these categories will carry more weight for you than others. That’s fine. Acknowledging which areas are more or less important is part of being honest with yourself.

James Dumay, a product manager at Atlassian from 2011 to 2014, decided to give boomeranging a try, pursuing a role as PM on a product that didn’t even exist when he left. “People I knew from before were talking so passionately about it, I got interested right away,” he says. In weighing his options, it ultimately came down to an intangible factor: joy. “It was like, which one is going to be more fun?” (Spoiler alert: he got the job and loves it.)

Nailing the boomerang interview

Even if you’re still well-known around the organization, be prepared to interview for the job. When James decided to go for the new PM role, he reached out to a few contacts at the company and connected with the hiring manager. “We met for coffee a couple times and I got to meet some of the team,” he recalls. “Once we felt like it was probably going to be a good fit, however, we did go through a formal interview process.”

Highlight the new skills and experiences you’ve gained since you’ve been away, even if they aren’t directly related to the role you’re interested in. If you worked with a new programming language or different accounting standards, that shows you’re a life-long learner who can step outside your comfort zone.

Be prepared to navigate questions about why you left before and why you’re looking to leave your current job, too. This might be tricky if some of the reasons you left originally still exist (e.g., lack of flexibility) because you’ll need to explain why you can overlook them now. Be truthful, but tactful. You might also be asked how committed you are this time around. Convey your sincerity by explaining how the direction of the company aligns with your long-term career goals and values.

But don’t make the interview all about you. Ask about what’s changed since you left, such as organizational and team structure, company goals and strategic direction, and programs like 401k matching or employee volunteer time. Then bring the conversation around to what it would take for you to hit the ground running. Are there skills you should brush up on or changes in the culture you should be aware of?

Of course, there’s no guarantee you’ll be rehired. Nor is there a guarantee you’ll be told why. Try not to look at rejection as a personal failure. Feeling frustrated is understandable, but it’s important to stay professional. Send a note to the hiring team thanking them for their consideration. And if you’re open to hearing about other opportunities in the future, say so.

If you do get an offer, there’s one more challenge: your salary. The company knows what they paid you before, which may introduce some unconscious bias regarding what you should be paid now. So do your homework. Research salary ranges for your role, level, and location. Consider talking with multiple companies to get a sense of how strong the demand for your skills is. Know your worth and don’t be afraid to negotiate, but remember salary is only one piece of the puzzle.

“Your base salary is really important,” says James. “So is the job role itself and what you’ll actually be able to influence. Then, does the company have a promising growth trajectory? And will you be part of that?”

Getting back into the swing of things

One of the best things about boomeranging is that you’ll already know some of your new colleagues. As you reconnect with them, ask who else you should get to know and make a point to do so. You’ll want to be seen as someone who is open to embracing the new.

Be sure to bring a growth mindset to the work itself, too. If you’re stepping back into the role you left, or a related role, some of the practices and procedures will look different. They might’ve even (gasp!) done away with strategies you helped develop or programs you put in place. That can sting. Again, professionalism is key. Instead of reacting with criticism, ask what led to the change. Understanding the reasons why takes the sting away. You might even have ideas for making the new way even better.

You’ve changed, and so has your employer. Don’t assume that you’ll slide back into your old rituals and routines. Be open to working in new ways, whether it means embracing a new practice your employer adopted in your absence or bringing in fresh ideas inspired by your time away. After all, a mixture of familiarity and novelty is what both you and your old/new employer are looking for.