The world has continued to experience rapid change since the COVID-19 pandemic disrupted global norms. Notably, how we work and how we view work have shifted dramatically. With the rise of remote work, barriers of time, location, and even age are breaking down.

Amid these shifts, a new talent acquisition strategy is gaining momentum: the returnship.

A returnship is a recruitment program that combines the words “return” and “internship.” It refers to hiring initiatives designed for individuals returning to the workforce after a career break. These programs have emerged in response to trends such as early retirement and job transitions—many leaving jobs not to stop working but to seek better opportunities.

In a candidate-driven market, returnships help companies place skilled professionals in the right roles. Initially designed for former employees or those with career gaps, returnships are growing in adoption. While the concept has existed for about 20 years, its broader implementation has accelerated over the past decade.

Programs now exist for a variety of groups—from retired professionals (senior returnships) to women returning after childcare or family leave.

One of the earliest adopters was Goldman Sachs, the global investment bank. Launched in 2008, its returnship program aims to re-engage talented professionals, especially women, who had left the workforce for more than two years. This eight-week paid program includes mentoring and leads to potential full-time employment after evaluation.

The program began with around 300 applicants in 2008, reaching over 1,000 by 2013. Each year, 19 to 30 participants are accepted, with around 10 securing full-time roles. Locations include New York, Jersey City, Salt Lake City, Dallas, and Bangalore, with expansion planned in London. Other financial institutions such as Morgan Stanley, MetLife, and Credit Suisse have followed suit.

Unilever, a multinational consumer goods company known for its brands like Dove and Lipton, launched the “U-Work” program. This initiative departs from traditional employment by offering project-based roles to former and current employees under short-term contracts. Despite being freelance in structure, compensation and benefits are provided, distinguishing it from gig work.

In Silicon Valley, the talent shortage in STEM fields has made returnships a valuable strategy. Since IBM’s adoption in 2012, major tech firms like Apple, Amazon, Google, Meta, Netflix, and Oracle have developed returnship programs.

IBM specifically offers returnships for women re-entering the workforce. The company provides retraining in AI, cloud computing, cybersecurity, and data analytics. It also built an alumni network to connect with women who left the company for caregiving reasons. Through this approach, IBM has successfully rehired experienced professionals and boosted its employer brand. Amazon also announced in 2021 its goal to hire 1,000 people through returnship programs.

From a company perspective, returnees offer unique value. They are already familiar with the organization’s direction and operations, making them a highly attractive talent pool. Career development is no longer exclusive to entry-level employees; people of all ages and stages are seeking new challenges.

We hope to see more hiring opportunities that allow individuals from diverse backgrounds to fully showcase their abilities—regardless of age or career gaps.

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