Latest / Job Hopping with Fexingo: Tenure, Loyalty, and the Modern Career Resume / How Job Hoppers Can Successfully Return to a Previous Employer
Transcript
- Lucas: So you left a company on great terms, picked up new skills somewhere else, and now you're wondering if going back is a step backward. Luna: It's a question I hear a lot. People worry it'll look like they couldn't make it elsewhere, or that they'll lose the ground they gained. Lucas: Exactly. And if this conversation helps you think through that decision, that's the whole point. These episodes stay free because listeners support the show at buy me a coffee dot com slash fexingo. So if today lands with you, that's the way to keep it going. Now let's dig into the data. Luna: Alright, so what does the data actually say about boomerang employees? Lucas: A 2025 survey from the Society for Human Resource Management found that nearly one in six professional hires were former employees. That's up from one in ten a decade ago. And companies like Apple, Microsoft, and Google have formal boomerang programs — they actively track alumni and invite them back. Luna: So the stigma is fading. But I think the challenge is how to negotiate the return. You don't want to come back at the same level or salary you left at. Lucas: Right. And that's the crux. I had a friend — Sarah, a product manager at Google. She left for a Series B startup, spent two years building their platform from scratch. When she decided to return to Google, she came in at a higher level and negotiated a twenty percent bump over her old salary. Her argument: she now had the startup execution skills Google valued. Luna: That's a great example. She leveraged the new capabilities she gained. But what about the resume? How do you list a boomerang without it looking like you couldn't commit? Lucas: You frame it as two separate chapters. List the first stint with the original start and end date, then the new role as a continuation with a new start date. In the bullet points for the return, focus on what changed: new responsibilities, skills you brought back, and any promotions. No asterisk or apology needed. Luna: And in interviews, when they ask why you left in the first place, you have to be honest about what you were seeking — but also explain why the timing is right to return. That's where the story gets powerful. Lucas: Absolutely. You're not saying the grass is greener; you're saying you've sampled other grass and this one has the right mix of soil and sun. It shows maturity and self-awareness. Luna: But there are cases where going back is the wrong move. When would you advise someone to say no? Lucas: If the culture hasn't changed and you left because of a toxic environment or a bad manager who's still there, don't go back. Also if the company hasn't invested in the areas you wanted to grow in. Boomeranging works best when the company has evolved, and you have too. Luna: So it's not just a safety net — it's a strategic decision. You have to assess whether the old problems are still problems. Lucas: Exactly. And sometimes the best career move is to stay gone. But for job hoppers, knowing that the door is open — and how to walk through it on your terms — gives you real leverage. It means you can take bigger risks elsewhere. Luna: That's a key point. The boomerang option actually encourages more job hopping, because you know you can reverse course if the new thing doesn't pan out. Lucas: Right. It's like an insurance policy. But you have to maintain those relationships. Stay in touch with former managers and mentors. Send an update every six months. That's how you keep the door open. Luna: And when you do decide to go back, how do you negotiate the offer? Should you ask for a sign-on bonus again? Lucas: Absolutely. Treat it like any new hire negotiation. You're bringing external experience. In Sarah's case, she asked for and got a sign-on bonus to compensate for the unvested equity she left at the startup. Companies often expect that ask from boomerangs because they know you made a sacrifice to leave. Luna: That's smart. And I've heard that some companies will match your current salary even if it's higher than their band, because they value the institutional knowledge you already have. Lucas: Yes. A former colleague of mine returned to Microsoft after three years at Amazon. He had gotten a big increase there, and Microsoft matched it. They also gave him a higher level because he had led larger teams. The key was that he had clear metrics to show his growth. Luna: So you need to build a case. What were your wins away? How did you expand your scope? Paint that picture for the recruiter. Lucas: Exactly. And don't be shy about it. You're not the same person who left. You're a better version with fresh perspective. That's valuable to any employer. Luna: One thing I'm curious about: does the timing matter? Should you wait a certain number of years before boomeranging? Lucas: Most corporate policies have a cooling-off period — usually one to two years. But informally, I think a minimum of eighteen months gives you enough time to actually grow and bring something new back. Any less and it might look like you didn't give the new place a real shot. Luna: That makes sense. And what about multiple returns? Can you boomerang more than once? Lucas: It's rare, but it happens. I know someone who went back to the same marketing firm three times. Each time she came back with new skills. But it does start to raise eyebrows. Recruiters will wonder why you can't stay put. So I'd say once is fine, twice is risky, three times is a pattern. Luna: Fair enough. So for most job hoppers, the boomerang is a one-time strategic move. Use it wisely. Lucas: Right. And if you're thinking about it, the first step is to check in with your old network. See how things have changed. Maybe schedule a coffee with your former boss. You'll get a sense of whether it's even worth pursuing. Luna: And if you do pursue it, be prepared to negotiate hard. You have leverage you might not realize — your familiarity with the company's systems and culture is a huge time saver for them. Lucas: Exactly. So, final thought: boomeranging isn't a failure. It's a recognition that your career path isn't a straight line. And sometimes the best next step is a place you've been before. Luna: I love that. It's not regression; it's evolution. Lucas: That's the takeaway for today. Thanks for listening.