Boomerang hires: pros, cons, and how to onboard them

Executive overview

Finding the right candidate is hard — losing a good one is worse. Rehiring a former employee (a boomerang hire) can save time and cost, but carries real risks if their departure left unresolved issues.

Weigh the track record against the reasons they left. If the fit is right, still run the full onboarding process.

A known work ethic and faster ramp-up make boomerang hires attractive, but unresolved friction can damage morale.

Pros of boomerang employees

• Already familiar with the role, culture, and processes — minimal training needed.
• Faster productivity ramp-up; can contribute immediately.
• Lower talent acquisition cost than sourcing a new candidate.
• Work ethic and reliability are known quantities — no guessing from interviews.
• May return with new skills gained at another organisation.
• Can boost morale by vouching for improvements made since they left.

Cons of boomerang employees

• May carry unresolved issues — review their exit interview before deciding.
• Could be a worse fit than other available candidates; don't skip the full search.
• May expect old policies and resist changes made after they left.
• Vocal dissatisfaction with changes can spread and lower team morale.

Onboarding a boomerang hire

• Run the full onboarding process regardless of prior tenure.
• Brief them on policy and procedure changes since they left.
• Introduce them to any new management and updated expectations.
• Have them complete all required paperwork and review the current employee handbook.