Hey friend,

Remember when leaving a job meant burning bridges? When walking out the door was supposed to be permanent, and going back felt like admitting defeat?

Yeah, about that.

The data just dropped, and it's wild: 35% of all new hires in March 2025 were people returning to former employers (ADP Research, May 2025). That's up from 31% just a year ago. And in the tech/information sector? A stunning 68% of new hires were boomerangs (IQ Partners, August 2025).

Translation: Going back isn't the exception anymore. It's becoming the strategy.

But here's the thing — not every return is a triumph. Some people bounce back into the same problems that drove them out. Others negotiate promotions and better terms. The difference? Knowing exactly what you're walking into, and why.

Consider the pattern emerging across industries. Workers are leaving for what seem like better opportunities, only to discover the grass wasn't as green as it looked (HR Morning, September 2025). Companies cut hours. Promised flexibility evaporates. That amazing culture? Toxic once you're on the inside.

Recent data shows that over 40% of employees who quit during recent job market shifts acknowledge they were better off at their previous jobs (MTD Training, July 2025). These workers are now part of the boomerang trend — and they're returning with new leverage.

The successful boomerangs? They're the ones who:

✔️ Left on good terms and maintained relationships
✔️ Gained valuable experience elsewhere
✔️ Waited for the right moment to return
✔️ Negotiated better terms — higher pay, better titles, improved conditions
✔️ Ensured the original problems were actually resolved

Companies are eager to bring these workers back (CNBC Make It, June 2025). They can onboard quickly, contribute immediately, and they already understand the culture. But returning without addressing why you left in the first place? That's a recipe for round two of disappointment.

Let's talk numbers, because they're telling an incredible story:

The Surge is Real:

Why Employers Want You Back:

The Drivers:

But Here's the Brutal Truth:

If you left due to unresolved issues at the company — and those issues aren't resolved — you're highly likely to leave again (Arcoro, July 2025). Many departures don't reflect lost loyalty but a mismatch in timing or role fit (HR Morning, September 2025) — but returning to the same toxic manager, dysfunctional team, or unchanged culture? That's not strategy. That's wishful thinking.

Say goodbye to dense, static documents. And say hello to captivating how-to videos for your team using Guidde.

1️⃣ Create in Minutes: Simplify complex tasks into step-by-step guides using AI.
2️⃣ Real-Time Updates: Keep training content fresh and accurate with instant revisions.
3️⃣ Global Accessibility: Share guides in any language effortlessly.

Make training more impactful and inclusive today.

The best part? The browser extension is 100% free.

Check out Guidde

If you're considering going back (or if your former employer is courting you), here's your decision framework:

1. Conduct Your Own Exit Interview

Write down exactly why you left. Not the polite LinkedIn version — the truth:

2. Investigate What's Changed

Don't rely on your former manager's promises. Do reconnaissance:

3. Assess Your Market Value

You've gained experience since you left. Boomerang employees are in prime position to negotiate because they know exactly what the working conditions are and what they can ask for (Workhuman, January 2025).

Research current salaries for your role using:

4. Position Yourself as an External Hire with Insider Advantages

You're not the same person who left. Frame it this way:

"I bring [X new skills/experiences] from my time at [other company], combined with my existing understanding of your processes, culture, and systems. This means I can contribute from day one while bringing fresh perspectives."

5. Negotiate for More Than You Had

Boomerang employees are in a prime position to negotiate because they know exactly what the working conditions are and what they can ask for (MyCVCreator, June 2025). Don't accept your old compensation. Consider:

6. Get Written Commitments About What's Changed

If toxic management was your issue, get written confirmation:

If it was lack of advancement, get:

7. Plan Your Exit Strategy (Yes, Again)

Set clear boundaries for yourself:

Remember: If the issues that caused you to leave initially aren't resolved, you'll likely face the same challenges again (HR Morning, September 2025). That's not your failure — that's valuable information.

Whether you're actively considering going back or just keeping your options open, complete this assessment:

15 Minutes: The Past

10 Minutes: The Present 4. What have you gained since leaving? (skills, experience, network, perspective) 5. What's your current market value? (research comparable salaries) 6. What would make going back worth it? (be specific: "20% raise," "remote work," "different manager")

5 Minutes: The Decision 7. If your former employer called today, what would you say? 8. What would need to be true for you to say yes? 9. What would make you walk away, no matter the offer?

Bonus: Draft a one-paragraph positioning statement explaining your value as a boomerang hire, emphasizing both insider knowledge and new skills gained.

Career Strategy & Negotiation:

"Coming back to an organization was a turning point in my career. This decision allowed me to reach a professional milestone while bringing the organization a fresh perspective, an expanded network, and a refined understanding of its values and internal workings. This return wasn't simply going backward. It came with a change in mindset: I no longer saw myself just as an employee, but as a strategic collaborator."

— Gaudérique Traub, boomerang employee, Isarta News, November 2025

It's about strategy.

Steve Jobs got fired from Apple in 1985. He came back 12 years later and saved the company. Your boomerang story doesn't have to be that dramatic — but it can be just as strategic.

The question isn't "Is going back a step backward?" The question is: "Can I negotiate better terms, address what drove me out, and leverage both my insider knowledge and my new experience?"

If the answer is yes? That's not defeat. That's leverage.

And if the answer is no? Then you've got clarity to keep moving forward.

Either way, you win.

Win
Fellow layoff survivor, creator of Let Go Weekly

P.S. Maintained good relationships when you left? That's your superpower right now. If you burned bridges? Well, that's a different newsletter topic. The good news: most of your other former employers are still options.

Did someone forward you this? Subscribe here to get Let Go Weekly in your inbox every Sunday.