I Left My Last Job For This? How To Approach Going Back To A Prior Employer

In 2021, an estimated 48 million people resigned from their jobs, with the Great Resignation’s wave of job hopping has reverberated throughout the labor market.

Let’s say you were one of those 48 million individuals who jumped jobs. And oh, boy, do you regret it. Maybe you walked into a poor workplace culture, a hideous commute, or simply a boss who makes your blood curdle.

You start saying to yourself, “I wonder if I can go back to my old job…”

It’s actually a somewhat common occurrence for people to return to past employers. There’s even a term for it, “boomeranging,” and many companies have comprehensive staffing policies to address this specific circumstance.

So, what do you do if you switch jobs and realize you want to return? While some companies may frown upon bringing back employees who have shunned them once before, companies receive many benefits from boomerangers: they’re a known quantity, little or no training will be required, and they already know the ropes, the systems, and the culture. Many hiring managers find this a pretty attractive alternative.

That said, trying to go back to an old employer can require some tact and finesse. Before reaching out to your former company hat-in-hand, consider the following.

1. Be Smart About It. You left your job and ended up in a worse place – but be honest with yourself; are you really sure you want to go back? Or are you simply thinking of your old company as a safety net? Be certain that you want to your old job for the right reasons, and that if you do somehow finagle an offer, you’ll plan to take it. It’s not wise to play games or over-negotiate when “boomeranging,” or you may damage your professional reputation and close that door forever.

2. Did You Leave On Good Terms? Downsized? Quit? Fired? Almost every company records in their employee database whether or not a former employee is eligible for rehire, and in order to be able return to a job after quitting, having left on good terms is invaluable (for example – offering two weeks’ notice as a courtesy). By the way, having been laid off or fired doesn’t necessarily mean you won’t be able to come back – but be prepared for detailed conversations about what happened the first time around, and the skepticism that accompanies it.

3. Find a Sponsor. If you have an ally that still works for the company, reach out to him or her and express your remorse for leaving and the rationale behind your desire to return – they may be willing to “sponsor,” or advocate for your return. With a sponsor, your chances of making a return can increase substantially. In addition to providing a valuable reference, they can let you know the insider chatter about your candidacy, which can be an advantage when prepping for interviews.

4. Your Old Employer May View You As a Flight Risk. In other words, you’ve already left once, what’s stopping you from leaving again? A rehire may attract a heightened scrutiny beyond the regular confines of HR, and employees normally uninvolved in a hiring process may weigh in when word gets around that a former co-worker is under consideration. It is common for people to view rehires as a flight risk. The onus is on you to make it clear that you are serious about returning for the long term.

5. Prepare to be Interviewed – Extensively. The rehiring process might be a more rigorous ordeal than you may anticipate. Take it seriously and don’t assume you have the job, just because you made it this far. There are no shoo-ins. You have to demonstrate more than what they already know about you. And don’t take offense, they’re doing their job.

6. Don’t Make It About the Money. If you receive a “boomerang” offer, do yourself a favor and downgrade your expectations. Do not string everybody along and make a stink about wanting a salary increase. That’s the job interview equivalent of the Titanic hitting that iceberg, since they may feel like they’re being played. While it’s hardly unheard of for people to get more money upon returning (yes, it does happen, especially when they are the ones initiating the recruitment of a former employee), this needs to be counterbalanced with the distinct possibility your former company will want increase your compensation as a reward for leaving. It’s all fun and games until you get an offer. Be prepared, and be realistic.

7. Understand Bridging. Last insider tip. When you left your former company, you were vested at a level commiserate with how long you were an employee (this date can impact your calculated tenure for vacation time accrual, profit sharing, 401(k) matching, bonuses, and other compensation). If you successfully boomerang back into a former job, many companies approach your renewed employment with a simple formula called “bridging,” which at its most basic refers to bridging and closing the gap between your departure and return. Some companies handle returners with no gap in service date. At others, there might be a period you must work before you are eligible for the benefits you had previously earned at the time you left the company. Either way, once the offer is extended, it’s important to bring up bridging at that time, so that you can understand and (possibly) negotiate this.

Philip Roufail contributed to this article.

Scott Singer is the President and Founder of Insider Career Strategies Resume Writing & Career Coaching, a firm dedicated to guiding job seekers and companies through the job search and hiring process. Insider Career Strategies provides resume writing, LinkedIn profile development, career coaching services, and outplacement services. You can email Scott Singer at scott.singer@insidercs.com, or via the website, www.insidercs.com.