An affordable AI-powered offboarding and alumni management platform that automates workflows to turn departing talent into an active network of rehires, referrals, and sales leads.
Trusted by the teams behind
How it works
Connect your HCM and ATS. Boomerang keeps one live alumni profile for everyone who used to work here — and turns it into hires, referrals, and insight.
Set your own guardrails: time since departure, seniority, location, rehire eligibility, or any custom segment. Every match passes your checks before Boomerang reaches out automatically.
Advised by former CHROs and People leaders from
Run your own numbers
Move the sliders to match your company. The output is what rehiring a share of your leavers saves you in outside hiring spend — every year.
Alumni Management
One profile per person, kept current on its own, ranked against your open roles, and surfaced when a match is ready to act on.
What alumni hiring is worth
$30K+
Saved for every rehire
Agencies charge 20–25% of first-year salary. A rehire costs you the salary you were already paying.
50%
Shorter time to fill
A rehire already knows the work and the culture. You skip months of sourcing, screening, and ramp-up.
5x
More likely to be hired
Former employees who apply get hired about five times more often than external candidates, because both sides already know the fit.
Published research on boomerang hiring. What you get depends on your attrition, role mix, and what a hire costs you today.
Offboarding
BetaPeople leave well when the process treats them well. A guided exit gives them somewhere to go for benefits and documents — and gives you exit interview information, a rehire answer, and an address that still reaches them in three years.
Beyond hiring
The same alumni data becomes referrals, competitor and covenant visibility, and warm paths into accounts — not just rehires.
Referrals, ranked
See which alumni are most likely to refer qualified candidates, enabling you to target your outreach
Stay in touch, automatically
News, events, work anniversaries, and the occasional “door is still open” note. Segmented, scheduled, no one drafting emails.
Where your alumni land
Destination company, role, and timing for every leaver — including when someone joins a named competitor inside a non-compete or non-solicit window, so it surfaces for review instead of months later.
Sales and partnership paths
Alumni sitting inside your target and existing accounts, and the person internally who already knows them. A warm introduction instead of a cold email.
Why now
Roughly a quarter of new hires worked there before. Boomerang makes that a program instead of a coincidence.
28%
of all new hires are people who worked there before (HBR)
1 in 3
new hires in March 2025 were returning staff (ADP)
26%
of returners are back within seven months
77%
are back within 16 months, so staying in touch pays off quickly
Connects to the systems you already run
HRIS / HCM
Workday
SAP SuccessFactors
Oracle HCM
UKG
ADP
Dayforce
BambooHR
RipplingATS
Greenhouse
Lever
iCIMS
SmartRecruiters
AshbyWorkday RecruitingTaleoAnd more!
Questions
Straight answers, including the ones procurement will want in writing.
Team
Serial founders and operators with two decades in workforce technology, advised by former CHROs who have run alumni hiring at scale.
Get started
We will connect the dots between your HRIS, your open roles, and the people that already know you best.
The people who already know your business are the fastest hires you will ever make. We keep that door open.
©
2026 Boomerang HR, Inc. All rights reserved.
New York, NY
“As both a fashion and healthcare brand as well as a retail and online company, our hiring needs are unique. Boomerang gives us the platform to remain in touch with our former team members, so no matter where their career journey takes them, they know they are always a part of the Warby family.
“Boomerang protects employers by making sure offboarding processes are standardized and documented, while also reducing the possibility of candidate fraud for job openings. With Boomerang’s alumni management functionality, an employer knows this is a real candidate with a solid track record who has the potential to thrive in a new role within the organization.”
“When employers show love for their employees on the way out, employees will love them back. Boomerang’s technology enables companies to turn that goodwill into an engaged alumni community—people who may come back, bring great talent with them, and remain advocates for the brand. That’s a relationship that keeps creating value long after someone leaves.”
“Boomerang creates communities that were previously aspirational. By keeping former employees engaged, it gives the employer a qualified talent source that is apt to re-engage quickly. Building relationships takes time and Boomerang makes certain that former employees and their employer can celebrate mutual successes and re-engage when the timing is right.”
“With AI flooding talent acquisition teams with seemingly perfect resumes from fake candidates, hiring back those you know has become infinitely preferable to taking a chance on the unknown. Boomerang gives companies the ability to professionally off-board exiting employees, start the brand ambassador journey, and bring back the best people who can ramp up quicker, bringing new skills and perspective.”
“Technology can make hiring harder or streamline its complexities. Boomerang serves two critical purposes: offboarding compliantly with confidence and building a solid alumni talent pool. It features the agility that both functions require without putting more pressure on already stretched HR and talent acquisition resources.”
“Sometimes your best hire is the employee who went elsewhere years ago. It could be that summer intern or sales rep who grew into a manager. Not only does Boomerang ensure a professional offboarding experience, it provides continued visibility into how these former employees are developing in their careers and creates pathways to welcoming them back.”
“Saying goodbye to talented employees is never easy. Boomerang enables us to stay in touch and re-engage when the right opportunity opens up.”
