Latest / The Comeback Career Podcast with Fexingo: Returning After a Gap, Stay-at-Home Re-Entry / How to Use a Returnship Program After a Career Gap
Transcript
- Lucas: So you took five years off to raise kids, care for a parent, or maybe just travel. You want back in. But every job listing says 'three to five years of recent experience required.' What do you do? Luna: You look for a returnship. That's the term for a structured internship — usually paid — designed specifically for people returning after a career gap. Lucas: Exactly. And they're not just a feel-good HR experiment. Companies like Walmart and IBM have been running returnship programs for years. Walmart's program, which they call 'Walmart ReEntry,' is a 12-week paid program in areas like supply chain, data analytics, and merchandising. Luna: And IBM's program is called 'IBM Career ReStart.' It targets people who've been out of the workforce for at least two years. They focus on tech roles — cloud, AI, cybersecurity. Lucas: Right. And the key stat that makes this worth talking about: according to a 2025 report from the nonprofit Path Forward, over 70 percent of returnship participants land a full-time job within three months of completing the program. That's a conversion rate that rivals — actually exceeds — many entry-level hiring pipelines. Luna: Seventy percent is huge. So why aren't more people talking about these? Lucas: I think partly because returnships are still relatively niche. They're most common in large tech companies and financial services firms. But they're growing. In 2023, fewer than 100 companies had formal returnship programs. By late 2025, that number had more than doubled to around 250. Luna: And the pay is usually decent, right? It's not a typical unpaid internship. Lucas: Correct. Most returnships are paid — typically between $25 and $40 an hour, depending on role and location. Some even include benefits. It's not your full salary yet, but it's a bridge. And it's a much lower-risk entry point than applying cold for a permanent role where you'd be competing against people with five straight years of recent experience. Luna: I love that framing. Because the fear for a lot of returners is: 'What if I get hired and I'm rusty?' In a returnship, the company expects you to be rusty. They're investing in your ramp-up. Lucas: Exactly. The whole premise is that you have valuable skills from your previous career — and from your gap, actually — but you need a structured re-entry. So the pressure is off. You're not expected to hit the ground running on day one. Luna: Let's talk about what the application process looks like. How do you find these programs, and how do you position your gap year? Lucas: First step: look at the careers page of large employers and search for 'returnship,' 'reentry,' or 'career restart.' iRelaunch, a site that tracks these programs, maintains a database. Also Path Forward has a list. The application process is usually straightforward — submit a resume and a short statement explaining why you took a break and why you're ready to return. Luna: What about the resume? Should you even include the gap years? Lucas: Absolutely include them. But frame them. Don't just leave a blank from 2021 to 2025. Say 'Full-time parent' or 'Caregiver for elderly parent.' And underneath, bullet-point the transferable skills you used. Budgeting, scheduling, negotiation, conflict resolution — all of those are real workplace skills. Luna: And for the cover letter or statement, I've seen people write things like 'I took intentional time away to focus on family, and I'm now fully ready to re-engage with my career.' That's clear and confident. Lucas: The thing is, recruiters see gap years all the time. What they're wary of is someone who seems unsure or apologetic. If you own it, they'll move on. And returnship programs are built for exactly that mindset. Luna: So you get into the program. Then what? What's the actual day-to-day like? Lucas: Think of it as a structured internship with a cohort. You're typically assigned a mentor, a manager, and a project. Most programs include weekly training sessions on topics like new software, industry trends, or soft skills. IBM's program, for example, pairs you with a 'reentry buddy' who's been through the program before. Luna: And at the end, there's usually a conversion conversation. Do you want a full-time job? The company wants to know if you're a fit. Lucas: Right. And the conversion rate is high precisely because both sides have had time to evaluate fit. You've had 12 weeks to prove yourself. The company's had 12 weeks to see you in action. That's a lot more data than a one-hour interview. Luna: One thing I think is underappreciated: returnships are also great for people who want to pivot into a new field. Say you were in marketing before your gap, but now you want to move into data analytics. A returnship can give you that entry without starting from scratch. Lucas: That's a great point. And I've seen examples where someone with a finance background used a returnship to move into tech product management. The key is to pick a program that aligns with your target industry, not just your past experience. Luna: If we've helped you think through a career move or decision, we'd love your support. This show is ad-free, and listener contributions are what make that possible. You can find us at buy me a coffee dot com slash fexingo. No pressure, just something to keep in mind. Lucas: Yeah, and we really appreciate it. It helps us keep doing deep-dive episodes like this one. Luna: So back to returnships — are there any downsides? Lucas: One downside: they're not available in every city or industry. If you're in a smaller market, you may have to be open to remote programs or relocation. Also, some people worry that being a 'return' rather than a direct hire might carry a stigma. But I think that's fading as more companies adopt these programs. Luna: And the pay, while decent, is still less than you'd make as a permanent employee. So you're taking a short-term financial hit. Lucas: That's true. But think of it as an investment. If the conversion rate is 70 percent, and the average salary after conversion is, say, $85,000, then the three months of lower pay is a small price for a full-time career restart. Luna: Are there any alternatives if you can't find a returnship in your field? Lucas: Yes. Some companies offer 'reentry apprenticeships,' which are similar but often longer. Also, professional certifications can help bridge the gap. For example, if you're returning to project management, a PMP certification can signal that you're current. But returnships have the advantage of direct employer exposure. Luna: So the bottom line: if you're looking to return after a gap, returnships are a structured, proven path. They're not a handout — they're a two-way tryout. Lucas: Exactly. And the window to apply is often twice a year — spring and fall cohorts. So if you're listening and this resonates, start researching now. The next application deadline for many programs is August or September. Luna: Thanks, Lucas. This was really practical. Lucas: Thanks, Luna. For anyone out there thinking about re-entering — you've got this.