Negosentro | Boomerang Hires and the Power of a Great Offboarding Process | Boomerang hires — those employees who leave your company and return later—are no longer rare flukes. They’re becoming a smart, strategic part of modern workforce planning. According to ADP Research Institute, 35% of new hires in March 2024 were rehires, a clear sign that organizations are seeing the value of welcoming back former talent.
But while many companies obsess over creating a smooth onboarding experience, they often overlook what truly powers boomerang hires: a thoughtful and intentional offboarding process.
As Amy Mencarelli, PHR, MBA shared in a recent LinkedIn post:
“Boomerang employees are on the rise. That might have you thinking about onboarding. It has me thinking about offboarding… Rehires don’t just happen. They come from intentional exits.”
In this article, we’ll dive into why boomerang hires matter, how a strong offboarding process makes them possible, and what practical steps you can take to level up your company’s exit strategies.
What Are Boomerang Hires?
Simply put, boomerang hires are employees who leave your organization—voluntarily or otherwise—and later return, often bringing back new skills, insights, or industry knowledge. These returning team members offer a unique combination of:
Insider familiarity with company culture and systems
Reduced ramp-up time and training costs
New perspectives gained from external experiences
Lower risk of a bad hire due to existing history
According to a Work Institute report, over 70% of employees say they’d consider returning to a former employer under the right circumstances. This means the door is open—but only if your exit process leaves it that way.
Why Offboarding Matters More Than You Think
The term “offboarding” often conjures images of handing over a laptop and revoking system access. But if that’s all you’re doing, you’re leaving a massive opportunity on the table.
The exit experience is often the final impression employees have of your company—and it sticks.
According to Gallup, only 4 in 10 employees who voluntarily leave report being satisfied with how their departure was handled. That’s a glaring gap in the employee experience—and one that can hurt your brand, referrals, and future talent acquisition efforts.
As Mencarelli aptly puts it:
“It’s one of the most underrated brand moments a company has.”
Just like first impressions, last impressions last. A negative exit experience can turn a former employee into a detractor. But a respectful, intentional goodbye can do the opposite—it can turn them into your next brand ambassador, referrer, client, or boomerang hire.
How a Strong Offboarding Process Builds Better Rehires
If you want to see a rise in high-quality rehires, you need to shift your mindset from “former employee” to alumni. From “exit” to “evolution.”
Here are five ways to make your offboarding process rehire-ready:
1. Make the Handoff Respectful
Nothing sours an exit faster than chaos. When a valued employee resigns, don’t respond with cold detachment or rushed transitions. Instead:
Provide a clear offboarding timeline
Clarify handover responsibilities
Set expectations about what the final two weeks will look like
Allow the employee to wrap up or document projects with dignity
Showing respect in their final days sends the message: “You mattered. And you’re welcome back someday.”
2. Take Exit Interviews Seriously
Exit interviews aren’t a formality—they’re insight goldmines. But too many companies either skip them or treat them like checkbox tasks.
Make exit interviews:
Structured and consistent
Conducted by someone neutral (like HR or a third-party firm)
Focused not just on grievances but on growth opportunities
Used to identify trends or recurring themes
Most importantly, act on what you learn. Employees will talk, and if they know you actually listen to feedback, trust in your employer brand skyrockets—even after they leave.
3. Coach Managers to Close Well
Managers are often the most influential voice in an employee’s experience. But many aren’t trained on how to say goodbye.
Offboarding shouldn’t be HR’s solo act. Equip managers with:
Talking points for meaningful farewell conversations
A checklist for closing out projects or responsibilities
Encouragement to express genuine appreciation
A quick Slack message won’t cut it. A sincere conversation could pave the way for a future return.
4. Leave the Door Open—Literally and Figuratively
Create a formal alumni program or database. Add former employees to your newsletter list (with consent). Consider sending a check-in message six months after they leave. Keep in touch.
Better yet, treat resignations not as goodbyes, but see-you-laters.
“Think alumni, not ex-employee,” says Mencarelli. “They could be your next hire, referral, or customer.”
And she’s right. Organizations with a strong alumni network often benefit from better recruiting pipelines and stronger employer branding.
5. Send a Thank You That Actually Means Something
Don’t underestimate the power of a simple thank-you. A personalized note from their team or direct leader can leave a deep emotional imprint.
Consider going a step further:
Host a farewell lunch or send-off
Share a LinkedIn recommendation
Give them a small token of appreciation
A kind farewell signals that your company values relationships over transactions—something former employees don’t forget.
The ROI of a Strong Offboarding Process
Still need convincing? Let’s break it down.
Here’s what happens when offboarding is done right:
Faster hiring cycles. Rehires often bypass long onboarding timelines.
Lower hiring costs. Boomerang hires cost less to recruit and train.
Stronger employer brand. Word-of-mouth matters, and former employees talk.
Reduced legal risk. Proper exits ensure compliance and documentation.
Better retention. When people see others leave well, they’re more likely to stay longer and feel secure.
And in a competitive talent market, those are advantages you can’t afford to ignore.
Final Thoughts: Rehires Begin With Respect
Boomerang hires don’t happen by accident. They’re the result of thoughtful, human-centered practices that extend beyond the first day and into the last.
If you’re not already investing in a robust offboarding experience, now’s the time. Not just because it’s the “right thing to do”—but because it pays off. In loyalty. In referrals. In the future, teammates.
As Amy Mencarelli puts it best:
“Say goodbye with intention.”
You never know which goodbye could become your next hello.
TL;DR (Too Long; Didn’t Read) Summary:
Boomerang hires are increasing—35% of new hires in March 2024 were rehires (ADP).
A great offboarding process makes boomerang hires more likely by preserving relationships and your employer brand.
Only 40% of voluntary leavers are satisfied with how they exited their previous job (Gallup).
Offboarding best practices include: respectful handoffs, meaningful exit interviews, manager coaching, alumni networking, and sincere thank-you gestures.
Rehires offer faster ramp-up, lower hiring risk, and fresh perspectives, making them a win-win.
Treat offboarding as a branding moment. One intentional goodbye could be your next rehire.
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