Let’s talk about something that splits HR teams right down the middle.
You know the moment –
You’re hiring for a role, going through resumes, and suddenly you see it.
A familiar name.
They worked with you two years ago.
They left for something “bigger,” “better,” or “closer to home.”
And now… they want back in.
Do you rehire them?
Or politely decline and keep moving?
This is what we call the Boomerang Dilemma – and Indian companies are facing it more than ever in 2025.
Let’s break it down.
Why This Is Suddenly a Hot Topic Again
During the pandemic and the years that followed, a lot of professionals :
Switched jobs rapidly for higher pay
Took risks with startups or international roles
Burned out and resigned without a clear Plan B
Now, many of them are re-evaluating.
Some want the stability they once left behind.
Others miss the culture they didn’t value enough back then.
So if you’re in HR or a leadership role, don’t be surprised if former employees – even those who left abruptly – start showing up in your inbox again.
The Emotional Layer No One Talks About
Let’s be real :
Rehiring a former employee isn’t just about logic or performance.
It’s also about emotions.
You might hear :
“Didn’t they leave us during crunch time?”
“They jumped ship when we needed them the most.”
“Why should we welcome them back with open arms?”
Or the flip side :
“They were solid – maybe we should never have let them go.”
“They know our system. They’ll ramp up faster.”
“Maybe they’ve matured.”
This emotional undercurrent is real, and it matters.
But let’s not make decisions based on hurt or nostalgia alone.
Pros of Hiring a Boomerang Employee
Let’s start with the positives – and there are quite a few.
1. They Already Know the Culture
They’ve been through your onboarding.
They know the unspoken rules.
No need to explain how things work around here.
2. Faster Ramp-Up Time
They might only need a refresher – not a full induction.
In a fast-moving startup or mid-size company, that’s gold.
3. Better Fit the Second Time Around
Sometimes, people leave to explore, learn, grow.
And when they come back, they’re :
More mature
More appreciative
More clear about what they want
They choose to return. That often makes them more committed.
4. Morale Boost (When Done Right)
If handled transparently, rehiring a well-liked former employee can energize the team.
It sends the message :
“This is a place worth returning to.”
The Flip Side : Risks & Red Flags
Now, let’s talk about the risks.
Because not every boomerang is a win.
1. They Left for a Reason
And sometimes… that reason hasn’t changed.
If they left due to:
Manager conflicts
Lack of growth
Low pay or recognition
And your org hasn’t fixed that? They’ll probably leave again.
2. Team Resentment
Let’s say they left during crunch time.
Others picked up the slack.
Now they’re walking back in – maybe with a better title or package?
That can spark quiet resentment among existing employees.
Especially if you didn’t promote from within first.
3. They’re Playing You Against the Market
Sometimes, ex-employees use an offer from you to negotiate better elsewhere.
It’s a tactic.
So be sure they’re serious before you roll out the red carpet.
4. Stunted Fresh Thinking
Yes, they “know how things work.”
But that can also mean they’ll bring back the same old habits.
Sometimes, it’s better to bring in fresh eyes.
Top 5 Questions to Ask Before Rehiring
Why did they leave – and what’s changed since?
If the problem was internal, have you solved it?What’s their motivation for coming back?
Is it genuine, or just temporary comfort?How did they behave during exit?
Exit interviews, notice period behavior, handovers — they all matter.How will your current team feel?
Especially those who stayed loyal and grew internally.What does the data say?
Look at their past performance. Don’t rely on memory alone.
Real Talk: What We’re Seeing in Indian Startups Right Now
In 2024–25, here’s what’s happening:
Boomerang hires are rising – especially in tech, sales, and marketing
Startups are open to second chances – as long as the return is strategic
HRs are getting better at tracking alumni and maintaining relationships
Boomerang hiring is being normalized, not treated like a backdoor deal
Some companies are even building alumni networks – keeping doors open in a healthy, professional way.
The Middle Path : Handle It Like a Process, Not an Emotion
Whether you rehire or don’t – have a system.
✅ Keep a database of high-potential ex-employees
✅ Do structured re-evaluation (not just old managers vouching)
✅ Be clear on expectations
✅ Ensure salary, title, and treatment align with internal equity
✅ Communicate transparently with the team
It’s not about “loyalty” or “betrayal.”
It’s about the right fit – at the right time.
Final Thoughts : Sometimes, People Come Back Better
Life happens. People grow.
And sometimes, your best future hire is someone who already knows what it’s like to work with you – and still wants to come back.
That says something.
But rehire only when:
The value is real
The intent is mutual
The timing is right
And your team is ready to welcome them
Because in the end, it’s not about forgiving and forgetting.
It’s about hiring with clarity.
