Once upon a time, leaving a company meant leaving for good. Changing jobs was a clean break, and going back was almost unheard of. Fast forward to today, and things look very different. The “boomerang employee” – someone who leaves a business only to return later – has gone from rare exception to a growing trend in the world of recruitment. Recent workforce data shows that around 35 per cent of all new hires globally in 2025 were boomerang employees . That’s more than a third of roles being filled by people who have worked for the company before. In industries struggling with skills shortages, such as technology, engineering and professional services, the numbers are even higher. Clearly, boomerang hires are reshaping modern recruitment. Why are employees returning? There are a few big reasons why people decide to go back to a former employer. The first is culture. A new job may offer better pay or a promotion, but if the culture doesn’t feel right, candidates often realise how valuable their old team, manager and work environment really were. The second is familiarity. Boomerang employees already know the systems, the processes and the people, so the onboarding process is smoother and productivity is faster. Finally, there’s what many are calling the “Great Regret.” During the wave of resignations post-COVID, plenty of professionals discovered that the grass isn’t always greener and that their previous employer was a better long-term fit. A real-life example: Shawn’s return to Fetch At Fetch Recruitment, we’ve seen this trend first-hand. Shawn worked with us in Melbourne from 2014 to 2018, before pursuing opportunities elsewhere. In July this year, he decided to return—this time joining our Perth office. When we asked him what drew him back, Shawn explained: “What drew me back was the people and the relationships I have with the directors and the direction the business is heading. Perth is at a similar stage right now to when I first started with Fetch.” On how Fetch compares to other workplaces, he added: “Management is not set in their ways, always looking to improve and listen to all staff members on how to do things differently.” And on coming back into the team: “I knew coming back to Fetch was never going to be hard. I’ve stayed in contact over the years and knew how they treat each other. When I left, they were supportive—and on my return, they’ve been even more supportive. The Perth team are just nice people.” Shawn’s story is a great example of how relationships, culture, and long-term support make all the difference.  What does this mean for candidates? For jobseekers, the rise of boomerang employees is a reminder that your candidate experience doesn’t end when you resign . How you leave a role can shape your future opportunities. Exiting on good terms, keeping relationships positive and staying connected to your professional network means the door could open again when you least expect it. Returning to a past employer isn’t a step backwards. In fact, many boomerang hires re-join at a higher level, with new skills and experience that position them for career progression. Sometimes the best next move isn’t starting somewhere completely new, but going back to where you know you can thrive. What does this mean for employers? For organisations facing talent shortages and retention challenges , boomerang hires can be a powerful part of a recruitment strategy. Rehiring a former employee reduces risk, speeds up onboarding and strengthens engagement, as returning staff already understand the culture and expectations. Even better, they bring fresh insights and skills gained elsewhere. That combination of familiarity and new perspective can be invaluable in today’s competitive job market. This is also a reminder of the value of employer branding and alumni engagement. Companies that maintain strong connections with former employees – whether through structured alumni programmes, LinkedIn groups or informal networks – are far better placed to attract returning talent when roles open up. The takeaway The modern career path is no longer linear. People move across industries, switch sectors and increasingly circle back to places they know and trust. For candidates, this trend highlights the importance of leaving every job on good terms. For employers, it underlines the need for strong talent retention strategies and a thoughtful approach to alumni engagement. Because in recruitment, sometimes the best way to move forward is to bring valued people back.