🚪 Left Once — Leave It That Way: Why You Shouldn’t Rehire Former Employees

If someone once left your team, should you take them back?
My answer: no.

It’s a mistake you can make once or twice.
But more than three times — and you’re officially collecting red flags.

📉 Case from Fintech (2023)

Scenario:
Senior Frontend Dev quit voluntarily → returned after 6 months → left again in 4 months, taking 2 junior devs along.

Problems:

// Behavioral pattern:
1. Started ignoring processes again → "But you liked my code!"
2. Toxic comparisons: "At the new company we did it differently"
3. Skipped retrospectives completely

🎯 Case from Marketing

Scenario:
Mid-level marketer left for a startup → came back after 3 months

What went wrong:

• Pushed chaotic ideas without strategy: “It worked in the startup!”
• Ignored feedback: “You just don’t get digital”
• Constant conflict with product and brand teams

Left again after 2 months — for the same role he had before.

🧑‍💼 Case from Management

Scenario:
Project Manager who previously led the team → returned after a year to the same role

Behavior:

• Constant references to “the good old days”
• Undermined the authority of the current product manager
• Blocked adoption of new processes

Result: The team split into “old” and “new” camps — half left the company.

🧨 Common Phrases of Returnees

function getToxicPhrases() {
  return [
    "You still do things this way?",
    "At Company X, it was way easier",
    "Told you this wouldn't work"
  ];
}

⚠️ Why It Rarely Works

• People don’t change. In 99.99% of cases, they bring back the same behavior.
• The reason they left hasn’t gone away. Just swept under the rug.
• The team won’t forget. Especially if the exit was painful.
• Comparisons ruin trust. Nostalgia kills team morale.
• The second departure hurts more. And now it’s on you.

🧰 Checklist: If You Still Want to Rehire

If you’re a risk-taker (or a masochist) — and still want to rehire, ask yourself:

1. Was the original reason for leaving truly resolved?
2. Did the candidate go through a real interview process?
3. Is there a clear reintegration plan?
4. Is the team informed and supportive of the return?
5. Is there a “Plan B” in case they leave again?

📌 If you’re unsure about any of these — it’s better not to risk it.

📌 Bottom Line

Sometimes ex-employees return — and it seems like a good idea.
But more often than not, you’re just inviting the same problems back in a new wrapper.

💬 People don’t change. Problems don’t vanish.

You’re better off investing in finding strong new talent
than going in circles with old mistakes.