It was a regular lunch break, and I was casually chatting with the development team when one of our senior developers shared an interesting conversation he recently had. “You know,” he began with a grin, “I was discussing tech trends with one of our ex-employees the other day, and guess what he said? He misses the work culture here at Tacitbase… and the challenges we’d tackle together!” He chuckled and added, “He even joked, ‘If I reapply for a position, would you take my interview?’”

That line sparked laughter around the table, but it also gave me something to think about. Our senior developer’s response to him was both encouraging and revealing: “For sure, we’d discuss your latest work and the technology you’re diving into, but when it comes to culture fit… we already trust you. We know the odds and evens of working together.”

And there it was, a perfect illustration of what makes relationships within a company so unique. When people work together to overcome challenges, solve problems, and innovate daily, they don’t just grow as professionals- they build meaningful connections. Spending over ten hours a day in the office isn’t just about hitting targets or finishing projects; it’s about creating shared experiences with colleagues. These moments, even the tough ones, form a bond that doesn’t fade with time or even distance.

From Watercooler Chats to Big Returns

In many ways, our ex-employee’s humorous query was a microcosm of a broader trend in the workplace-the rise of boomerang employees. Stories like his are increasingly common in today’s workforce, and organizations are beginning to see the tremendous value of welcoming back former employees. According to recent studies, nearly 20% of businesses report an uptick in rehire applications, a trend accelerated in part by the pandemic’s disruptions.

Why are employees returning? And why are employers opening their doors? From our experience, the answer lies in the convergence of familiarity, growth, and trust.

We next turned our attention to the question of when boomeranging tends to occur. Again, there was a range, but the majority of boomerang employees returned to their original employers within 13 months of their departure. Just 26% returned within seven months, and more than three-quarters returned by month 16 - suggesting that right after the one-year mark is a particularly common time for employees to make the leap back (Source: Harvard Business Review, Boomerang Employees Report).

Familiar Faces, Fresh Perspectives

Returning to an organization isn’t just a practical decision; it’s a deeply personal one. For employees, like the one in our senior developer’s story, the pull of cultural fit and shared values often outweighs surface-level perks like higher pay elsewhere. When someone has grown accustomed to a work environment where teamwork and camaraderie thrive, it’s hard to replicate that elsewhere.

For employers, rehiring ex-employees reflects a sense of mutual respect and recognition. By welcoming back someone who has already proven their worth, companies tap into both their experience and their loyalty. In a way, it’s an endorsement of the workplace culture itself - an acknowledgment that what we’re building together matters deeply.

The Emotional Currency of Workplace Bonds

That doesn’t mean the process is always without its hurdles. Teams change, technologies advance, and expectations shift over time. Yet, at its core, the rehire process remains anchored by one key principle: relationships matter. As our senior developer said, cultural fit doesn’t need to be re-evaluated when you’ve spent years working side by side. And the same goes for challenges and triumphs- they form the shared history that boomerang employees often cite as their reason for coming back.

For us, every such story serves as a reminder of why we invest in our team. It’s not just about meeting deadlines or achieving KPIs; it’s about creating a space where people feel seen, challenged, and supported - even if they’re not currently on the payroll.

“Why the Grass Isn’t Always Greener”

Boomerang employees can indeed return to companies more experienced and better equipped to excel. However, the idiom “Why the Grass Isn’t Always Greener” suggests that despite the promise of fresh opportunities elsewhere, employees often find that their previous company might be just as good (or sometimes even better) than what they experienced outside. But it also subtly implies that both the returning employee and the organization might face challenges when bringing a former employee back into the fold. 

A common idiom, it cautions against assuming that new opportunities will automatically be better, as many fail to anticipate the hidden downsides or challenges that can arise in new roles.

Boomerang employees can bring immense value back to their teams, but employers must approach this decision carefully. While rehiring a proven asset may seem like the safest and most efficient choice, the broader impacts on morale, growth, and long-term alignment must also be considered. Every hiring choice, whether internal or external, carries inherent risks, and making sure the right fit exists is the first step to maximizing potential - both for your returning employee and the wider team.

Rekindling Old Connections in a Changing Workforce

At Tacitbase, we’ve realized the profound value of these connections. Every departing employee leaves a mark on our journey, and for those who find their way back, it’s never quite as “returning strangers.” Their comeback isn’t just about resuming work; it’s about adding layers to a story already rich with shared experiences.

As organizations continue to adapt to evolving workforce trends, the boomerang employee represents an opportunity that’s both strategic and human. A returnee’s presence is a testament to a culture that values collaboration, respects individual growth, and remains open to the transformative power of second chances.