Aquent Aquent

Why you Should Consider Boomerang Employees

By Emily Varns

Why you Should Consider Boomerang Employees by Aquent

What are Boomerang Employees?

Chances are you've seen this type of employee before. Boomerang employees are those individuals who work for you, leave, and then come back. 

While this used to be a trend in which individuals would leave for perceived greener pastures that then don’t work out, this time the reasoning can be more complex. There's a growing trend for creatives to leave, freelance, struggle with the process and then come back to their employers. Family matters, new opportunities and compensation are the most common reasons for these individuals leaving in the first place.

Steve Jobs is undeniably the most famous Boomerang Employee of all time, being rehired by Apple 12 years after leaving. 

The Pros and Cons

There are a lot of good reasons why you might want to consider taking back old employees. You know what you’ll be getting in your hire, with the added bonus that they will have picked up some new skills or experience in the time they’ve been gone. If an employee is returning, then it is more likely that they will stay put having realised that your company is what they are looking for and where they want to be. However, there could be some downsides worth considering too. For example, how it will affect the rest of the team and the new dynamic in the office. Will everyone be pleased to see them return? 


• No surprises

• Reduced cost to hire

• Less onboarding and training needed

• New experience and skills gained

• More likely to stay with the company

• Can become brand ambassadors


• Others may leave, knowing it’s easy to come back

• Potential effect on team dynamics

How to go about it

If you think this is a hiring strategy that might work for your company, then you should plan in advance how this will work. The exit interview is key in not only understanding someone’s motivations for leaving but also to communicate to them that you are open to them returning. This will stay in the back of their mind and they may also pass this information to other past employees that they’re still in contact with. 

It’s always worth thinking about your company culture and what it offers employees. With the current talent shortage it is more important than ever to give your employees reasons to stay, as well as reasons to return. Not only will you be ensuring you have an engaged workforce but you’ll be creating brand ambassadors for life.

If you have lost top Talent, it may be wise to reach out to them six months down the line to find out how they are doing and if there's any interest in coming back. While this won’t bring back all employees or emerging Talent, it can be a valuable tool for some organisations. These individuals know your company's culture, you know their work ethic and they don't require extensive training. So stay in touch!

If you'd like help with your hiring, we have a huge pool of Talent available, spanning almost every creative, digital, marketing, and technical role, so don’t hesitate to contact us!

About Author

Emily Varns manages the Aquent UK's marketing team, working on all areas of the companies' marketing from events and creative campaigns to email and content marketing. 

With over 17 years in the creative & marketing space, she has worked both agency side and in-house, and is a great enthusiast of all things creative and digital.

- Development and implementation of the European brand strategy
- Planning and execution of strategic creative campaigns
- Sales and marketing alignment

Author's Website

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