#rehire

I was laid off about 2 years ago and got a job somewhere else. Im being offered a very high salary to come back.

This is probably the wrong forum to ask this but looking for opinions of other high level leaders (lets say band 5+) on whether this is a good move. Im happy where I am and have a defined path to a very high level position but its a very far commute and significantly less pay than Cigna is offering.

I know contract states we may be required to pay back but I’m curious to know if anybody has been hired back since 9/4 without having to pay back severence.

Marriott will cease managing a Redmond hotel in early 2027, leading to 91 employee layoffs. The hotel is expected to continue operations under a new management company. While the layoffs are anticipated to be permanent, the new operator may rehire a significant number of affected staff. Marriott plans to inform employees about future employment opportunities with the incoming operator. The affected positions include guest services and management roles.

Redmond, Washington

https://mynorthwest.com/local/redmond-marriott-layoff/4295438

Legends Global plans to lay off 1,605 workers at Oakland Arena and Coliseum. This action is due to an expiring management contract and a proposed sale of the arena. The effective date for these planned layoffs is December 31, 2026. While the company intends to continue operations through the end of the year, the future employment of affected workers remains uncertain. Successor operators have indicated a desire to rehire unionized staff, but this would require a new application process.

Oakland, California

https://www.ticketnews.com/2026/11/legends-global-oakland-venue-layoffs-ovg/

I have a question. I recalled an event that occurred back when I was in Fidelity, a couple of months before I got laid off. I feel like I was being PIPed, but wasn’t sure if I was PIPed. I wanted to ask what a PIP is really like at Fidelity, whether I was really PIPed or just thrown into a weird situation, or a mix of both.

I had a stretch where I wasn’t doing too hot at the firm at the time this happened. My personal life was terrible, and bled into my work life. I wasn’t meeting standards at the time. Frankly, the role I was in was asking for a tech lead, and I was nowhere near close to that. There wasn’t even really any onboarding process to the team. I don’t know how I was placed in that role to this day. My previous manager and I would have conversations where they said “we’re going to move you to a new team, and get you out of a really bad situation.” But now, I just had my second reorg in 3 months, so now I had yet another manager unfamiliar with me, who was taking over me and other engineers to start Q1 of the year. Still, I took accountability for my own performance.

This stretch with my home life began a few days before I met this new manager. We met regularly, talked about work I’m doing, etc. I was honest that I was struggling, but never told them what’s happening in my home life. During quarterly meeting, I saw them in a closed Fidelity office. They looked almost emotionless. Suddenly, I was getting ripped about my performance. I knew it was coming, I didn’t speak during a lot of the scolding because I knew I wasn’t doing good, and held myself accountable. I wasn’t afraid of holding myself to a better standard and wanting to be better. I just lacked the bandwidth at the time.

Then, this manager asked me to sign something. I wasn’t sure what they were asking me to sign, all they said was “you need to sign this on Workday, right in front of me on camera”. I felt weird. I knew something was going on. I asked the manager to tell me what I would be signing. The manager said “just sign it”. Our conversation became me asking them “what happens when I sign the form”, and them just telling me “sign it” for about 10 minutes. Sometimes, I became a little bit hysterical in the conversation, I think they knew I knew something was going on. The manager would sometimes get silent in the call, I saw anxiety in their face. All I knew was that this manager was straight up honest with me for the entirely quarterly meeting, never afraid to speak their mind, up until this point in the conversation. I hate to say it but I gave in and signed the form. They said thank you, geared up to leave for personal leave for about a month and a half, and said we’d talk once they were back.

It’s not like this new manager I had was poor. In fact, they helped out by giving me resources. I took advantage of those resources they gave me, and the performance was like a difference between night and day. I went from performing like IP to EP in under a month. Didn’t matter, though, I got laid off anyway.

The layoff itself was messy. I began delivering work that was high above my grade level. My team lead and I spoke about how well I was doing, and that they and the whole team were proud of this work I was doing. A week later, the VP of tech called me in for a personal conversation to inform me I was laid off. The VP told me I could talk to my manager about any questions, but my manager was OOO until late into my last week at the firm.

I think that new manager I had is a very kind person, who knows how to hold people accountably, but when an uncomfortable conversation happened, they didn't operate best. They were also working with incomplete information about me. I was just in a situation where my BU reorged me multiple times, I was the only one in my product area located in my office, so they didn’t know me like everyone else under them. I was flustered with home life, and this manager did not know me well. This was the first manager that I did not share my home life situation with. A manager can try to help out as much as they can, but it’s on an employee to do what they need to do with that help. Although they’re people like us, they say you can’t trust a Fidelity manager.

When I informed my new manager about how my old manager planned to place me on a new team, you could tell they were confused or was not informed of the ideal change because their eyebrow raised. That made me think somebody in management dropped the ball in communication with this new manager about what plans were for me. Didn’t matter at that point, I was already almost out the door. I had an idea of why I got laid off, I just wasn’t sure if I was formally PIPed. I asked my manager if I accomplished everything they asked me to sign in our conversation, they said I “went above and beyond”.

In my case, I wasn’t sure if I could say this was the first time I was PIPed. Goals were laid out for me to accomplish. It wasn’t like they were unattainable - I was already on a team that was kicking my butt since they needed someone who was a tech lead. But then I started performing really well. I used the resources my manager gave me, I thought everything was gonna be better. Plus, if you’re on a PIP, wouldn’t you just be offered an ultimatum to leave, anyway?

Also, what does it mean if a manager asks you to sign something on Workday? I still speak with Fidelity managers and HR regularly, even though I left a while ago. If I needed a job, I’m not sure if they’d see something on my record that’d prevent me from working there again.

Thanks to whoever read this!

https://www.gadgetreview.com/the-ai-layoff-experiment-is-backfiring-and-companies-are-quietly-rehiring-humans

Nearly 19% of U.S. workers report being replaced by AI and later rehired.
Thirty-two percent of organizations that dismissed AI-replaced workers had to rehire staff.
Returning workers demand pay raises, job-security guarantees, and AI transparency before agreeing to come back.

Survey data from SHL, Orgvue, and Challenger, Gray & Christmas document an emerging reversal pattern and its costs. The findings suggest some employers may have reversed or reconsidered AI-related workforce cuts sooner than expected. SHL, a talent assessment firm, has identified what it calls “AI rebounding”: employees replaced by AI who are subsequently asked to return by the same employer.

"AI Rebounding" new buzzword term #1462242432 .... LOL ... id--t MBA's with FOMO wrecking their workforce. COOOOLLLL

Can employees who accepted the VSP but are still around (separation date hasn’t happened yet) get it reversed and get a new job at Centene, with “executive approval?” The agreement I saw and signed said nothing of this kind of loophole

John Deere is set to hire over 400 new employees and recall more than 275 previously laid-off workers. The company is bringing back nearly all employees who were on layoff in Waterloo and the Quad Cities. Additional hiring opportunities are available at plants in Iowa, Illinois, and Kansas. This expansion aims to meet customer demand and prepare for future needs. The move signals a significant shift after recent rounds of job cuts.

https://hoodline.com/2026/10/john-deere-to-hire-400-recall-275-more-workers-at-waterloo-and-quad-cities-plants/

And we are hiring people we PIPd as contractors after we PIP them! WTF!

This is messed up.

Has anybody who was forced out of Boeing and marked not eligible for rehire getting calls by Boeing HR asking if they were interested in working for Boeing again?

I received a call last week about this. The Boeing HR asked if I was interested in coming back to work for Boeing? I asked her why she was bothering to call me and told her when I was forced out of Boeing, I was told I was ineligible for rehire. Boeing HR person said that rule is no longer in effect for former Boeing employees who were forced out for reasons other than breaking employee rules.

I still don't believe what Boeing HR stated.

Has anybody forced out of Boeing receiving calls from HR asking if you want to work for Boeing again?

I worked in a very toxic group at Boeing. Full of back stabbers and people playing the blame game to save their own hide. Plus, manager was a bully who didn't hide his implied threats he made to you. But he always did it during one-on-one meetings with no witnesses.

Imagine laying someone off, reposting essentially the same job, and encouraging them to reapply. What kind of corporate mind F is that?

Companies spend years preaching career growth, rewarding performance with raises and promotions, and encouraging employees to take on greater responsibility. Then suddenly, that same growth makes them too expensive or expendable.

What were employees supposed to do? Refuse promotions? Turn down raises? Stop developing professionally to remain affordable?

You can’t encourage people to build careers and then penalize them for succeeding.

“It’s just business” may explain why a decision was made. It doesn’t excuse how people were treated.

Pound sand, Comcast. And F U.

For those who took VSPs and ISPs, would you ever consider returning as consultants? What would be compelling enough for you? I’m not a decision maker, and I’m asking purely out of curiosity. I know many who happily took the package and made plans for retirement, but I also know others who were negatively impacted. My heart goes out to everyone whose lives were disrupted.

I’m curious how many people have been selected for layoff over the years. In the past folks were given 60-day notices and many did not leave. Two-week notice is the norm now. How many folks were hired back?

Is there a history of or has anyone returned to CPC as a contractor after a ROF? Other than retirees? I’ve seen some of them around.

Not right away, of course, but sometime down the line?

Hollister has reversed recent layoffs affecting police department civilian staff due to a significant budget shortfall. The city manager was terminated following a vote of no confidence from the police union. Affected employees were asked to return to work temporarily while budget reviews continue. The union expressed gratitude for public support in resolving the situation. Layoffs were originally scheduled to take effect in mid-November.

Hollister, California

https://www.police1.com/union/calif-city-fires-city-manager-asks-laid-off-pd-employees-to-return-to-work

I used to work at Target HQ and now want to come back. I have an interview tomorrow. Any tips on how to ace an interview for those wanting to come back? Has anyone here ever successfully boomerang back to Target?

Chicago Public Schools has brought back 350 previously laid-off staff members following a divided Board of Education mandate. This action was contingent on additional state funding that has not yet materialized. Educators and principals are now navigating the implications of these rehires, with job security uncertain if the expected funds do not arrive. Some principals report that the rehired staff do not align with their schools' specific needs. The district states it will continue hiring as funding and student needs permit.

Chicago, Illinois

https://www.chicagoparent.com/learning/cps-rehiring-laid-off-staff-budget-uncertainty

We keep getting told NOVA employees will reenter the work streams, but I've only heard of a couple folks so far who have found positions outside of NOVA. I actually know more folks who got axed from the NOVA project than reentered.

A recent survey indicates that nearly half of recently terminated employees would consider returning to their previous jobs. However, the study found a notable difference in this willingness based on gender. Men expressed a higher likelihood of accepting a former employer's offer compared to women. This suggests a potential divergence in how men and women approach career transitions post-layoff. The findings highlight a nuanced perspective on employee loyalty and the impact of job displacement.

New York, NY

https://www.bizjournals.com/bizwomen/news/latest-news/2026/09/women-layoffs-returning.html

I took the VSP, had recently had a baby and panicked. I know what the info says about having to pay back.. I also know the company is risky.. but what’s the chances of being hired back if I apply?

Let's talk about it. 507 positions and counting! WTH! is anyone who was RIF thinking of applying back to the company? Or those who took VSP how's it looking out there if you are looking for jobs? Is it as brutal as the media tells us?

The Butler County Board of Developmental Disabilities has successfully passed a new levy, enabling them to reconfigure staffing after earlier layoffs. In April, the board laid off 31 employees and transferred a building, aiming to save $4.5 million. They have since partnered with the Southwestern Ohio Council of Governments to transition eligibility services, allowing some laid-off staff to move with the program. The board is now engaged in strategic planning for the next three years, seeking community input. Investigative services will also transition on October 1st, with staff moving to the new arrangement.

Hamilton, Ohio

https://www.fox19.com/2026/09/18/butler-county-disability-board-passes-levy-shifts-staffing-after-layoffs/

Are there any reports of AT&T reversing 'not rehire eligible' statuses for employees terminated by the presence system, given that management later acknowledged the system's flaws?Is there any one rehired?

New research suggests companies using AI for layoffs may face higher costs rehiring staff later. Gartner predicts 30% of AI-displaced workers will need to be brought back by 2029. This rehiring could be more expensive than their original salaries. Organizations should focus on workforce amplification, not just automation, to avoid talent pipeline depletion. Failing to do so risks hindering innovation and competitive edge.

Canada

https://www.hcamag.com/ca/specialization/transformation/employers-will-need-to-rehire-30-of-workers-affected-by-ai-layoffs-at-higher-cost-report/589966

Portland Public Schools has recalled 43 of the 87 teachers who were laid off at the end of the last school year. These educators have been offered either full-time or part-time positions within the district. Recalls typically happen over the summer due to retirements or other staff changes. However, some classrooms still have substitute teachers, creating uncertainty for students and families. The district is working to fill these remaining vacancies according to union contract rules.

Portland, Oregon

https://www.oregonlive.com/education/2026/09/portland-public-schools-recalls-half-of-laid-off-teachers-a-handful-of-classrooms-remain-in-limbo.html

Any H-1b's ? There are some openings in Nashville inside Oracle. Check If your manager can help you to re-hire . Remember your manager has to sign-off and send an exception email.

The Governor's Office of Information Technology has rehired 15 of the 173 employees laid off in May. This comes after a significant reorganization aimed at improving customer satisfaction and addressing cybersecurity concerns. While some former employees struggle to find new work, the agency reports progress in efficiency and cost savings. New hires for 98 positions are being processed, with most offers extended. The agency emphasizes ongoing efforts to support remaining staff through the transition.

Denver, Colorado

https://coloradosun.com/2026/09/10/colorado-information-technology-oit-jobs-layoffs-reorganization/

Stoelzle Glass USA has temporarily laid off approximately 200 employees. This action is due to a significant production investment at its facility. The company is undertaking a $100 million upgrade to its Monaca, Pennsylvania plant. This project includes rebuilding the furnace to increase melting capacity and improve energy efficiency. Workers are expected to be rehired by February 1st upon project completion.

Monaca, Pennsylvania

https://www.glass-international.com/news/stoelzle-glass-usa-makes-200-temporary-layoffs

Did anyone from Florence aml layoffs get rehired and how long did it take? And what position was it?

I've heard rumors that if you were part of a layoff at BNY, you're on some kind of blacklist and can't come back. Is that true?

Like you never left.

All PTO
If 401k immediately vested employer contributions you get that back too.

Obviously wait until your severance is a month or so from being done since the hiring process is about 4-5 weeks from first interview to job offer on average. Some licensed positions are quicker since not everyone can apply vs anyone off the street like a teller.

Has anyone interviewed after a layoff? Was the process the same as external candidates or is there any difference in the interview process for those that were already with the company?

A significant portion of University of Kentucky dining and facilities workers laid off by Aramark have not been rehired by the new partner, Compass Group. By July 10, only 462 out of 926 affected employees had found new positions. Compass Group is reportedly prioritizing full-time hires, leaving many student and part-time workers in limbo. Additionally, UK employees who choose to remain with the university rather than join Compass Group will not be eligible for promotions. The university is still finalizing its contract with Compass Group, which began providing services in July.

Lexington, Kentucky

https://www.kentucky.com/news/local/education/article316686955.html

Why companies are hiring workers back after AI-driven layoffs

https://www.spiceworks.com/it-careers/why-companies-are-hiring-workers-back-after-ai-layoffs/

s 30 day notice enforceable for lead software engineer in Wilmington, Delaware? What happens if I don’t give 30 day notice? Would become ineligible for rehire?

A Seattle-based cheesemaker is pursuing the purchase of a recently shuttered Wisconsin manufacturing facility. This move comes shortly after the current owner announced the plant's closure and subsequent layoffs. The company intends to restart operations at the site. They also plan to rehire a significant portion of the workers who were let go. This potential acquisition represents an expansion into the Midwest for the business.

Shullsburg, Wisconsin

https://www.ien.com/food-beverage/video/22971252/seattle-cheesemaker-looks-to-save-shuttered-wisconsin-facility

A significant number of leaders now regret decisions to lay off employees due to AI implementation. Data indicates that 55% of employers who reduced staff for AI reasons now express regret. This is largely due to the realization that institutional knowledge cannot be fully automated. Companies like Ford have already rehired hundreds of engineers to address quality gaps. This trend suggests a broader corporate reevaluation of workforce strategies following initial AI-driven cuts.

United States

https://www.gadgetreview.com/55-percent-of-leaders-regret-ai-layoffs-and-a-major-hiring-reversal-is-here