Some Fridays hit different. Gratitude does that. Today I’m grateful for a lesson I’ve learned across four turnarounds, years of coaching CEOs, and a few scars: culture beats hype. Again and again. My take is simple. Great hires choose strong cultures, even if they leave for a “once in a lifetime” logo. The long game wins.
The Case for Boomerang Hires
I love it when we bring on someone who shows up ready. As I often say, hire people with batteries installed. They serve clients, carry the load, and watch your back. We’ve been fortunate to hire many like that. One of them is Tom Moran.
“Someone who comes with batteries installed.”
We hired Tom five years ago. Right before his start date, he landed what he called a once in a lifetime opportunity with a high-flying tech company.
“A once in a lifetime opportunity to join a high flying tech company.”
He took it. I was bummed. But I didn’t ghost him. I stayed in touch because he was the right fit for us. I’ve seen this movie. High flyers come back to earth when the culture doesn’t match who they are.
“High flyers are going to return to earth.”
Sure enough, Tom came back. He realized the better long-term fit was with us. That wasn’t about perks. It was about purpose, values, and the way we treat people. I’m thrilled he’s here.
“Who are you grateful for?”
That question matters. Gratitude isn’t soft. It’s strategic. It keeps relationships alive. It turns “no” into “not yet.” It creates boomerang hires.
My Take: Culture Is a Retention Engine
My stance: Hiring is not a transaction. It’s a relationship. The wrong mindset is “fill the seat.” The right one is “build the team, then keep the village.” When someone smart leaves for a rocket ship, you can sulk or you can play the long game. I choose the long game.
I’ve led companies where payroll was tight and pressure was high. Flashy offers can distract great people. But hype has a shelf life. A clear mission, trust, and growth opportunities do not. That’s why I keep ties with “almost-hires” and alumni. Sometimes life catches up. Values rise to the surface. And the right people come home.
Evidence From the Trenches
Tom’s story is not an outlier. Over the years, I’ve seen this pattern repeat. High-status brands attract. Yet many professionals want impact, stability, and a leader who knows their name. When they leave, they learn what truly matters to them. When they return, they bring new skills and deeper loyalty.
Some leaders push back. They say, “If they left once, they’ll leave again.” That fear is real, but it’s lazy. Boomerang hires often have higher performance and faster ramp times. They know your playbook and your clients. They also choose you twice. That choice is powerful.
Another objection: “Staying in touch feels needy.” No. It shows care without pressure. Keep the door open and your standards high. The right people notice.
How Leaders Can Keep Doors Open
If you want great people to return, build a culture worth returning to. Then, act like it.
- Leave with grace: celebrate exits and keep relationships warm.
- Keep a short list of alumni and almost-hires you’d rehire.
- Reach out quarterly with a sincere note, not a pitch.
- Share wins and lessons so they see your progress.
- When they’re ready, move fast and make re-entry simple.
These steps signal confidence, not desperation. They also force clarity on what you stand for and who fits.
Gratitude as a Competitive Edge
Gratitude scales trust. Trust scales teams. That’s not fluff; it’s a lever. A quick “thank you” can keep an ember alive for years. Then, when the wind changes, that ember becomes a flame.
Tom’s return wasn’t luck. It was patience, clarity, and care. We knew who we were. He knew who he was. The match held the second time because the culture held the first time.
Leaders, it’s your move. Build the kind of place top talent would come back to. Keep your alumni close. Send a note today to someone who left on good terms. Say thanks. Share what’s new. Reopen the door.
I’m grateful it’s Friday. I’m more grateful for people like Tom who remind me why culture wins. Hire with batteries installed. Play the long game. Then watch the right people return.
