How to Restart Your Career With a Returnship
Master the returnship strategy to re-enter the workforce with confidence and competitive skills.
Returning to work after a significant career break can feel daunting. Whether you’ve stepped away to raise children, care for family members, pursue education, or navigate personal circumstances, the prospect of re-entering the professional world presents unique challenges. Skills may feel outdated, confidence may have diminished, and the job market may seem unforgiving. However, a relatively new type of professional program has emerged to address these concerns: the
returnship
.Returnships are structured, paid programs designed specifically for experienced professionals looking to return to the workforce after an extended absence. Unlike traditional internships geared toward recent college graduates, returnships recognize and leverage the substantial experience and education that returning workers bring to the table. Understanding what returnships are, how they work, and whether they’re right for your career goals is essential for anyone considering this path.
The Origins of the Returnship Program
The returnship concept was pioneered by Goldman Sachs in 2008 when a talent recruiter observed that the finance industry was overlooking an enormous pool of highly qualified candidates: experienced women who wanted to return to work after taking time to raise their children. Recognizing both the potential and the responsibility to tap into this talent reservoir, Goldman Sachs developed a structured program to facilitate their re-entry into the workforce.
The concept was so successful that Goldman Sachs trademarked the name “returnship,” and the model has since been adopted and adapted by companies across multiple industries. Today, major corporations, mid-sized firms, and specialized career development companies have created their own returnship programs. Organizations like iRelaunch and Corps Team now specialize specifically in staffing and managing returnship initiatives, helping both employers and returning workers navigate this professional transition.
What Is a Returnship Program?
At its core, a returnship program is straightforward: a company offers qualified candidates who have been out of the workforce for at least two years a structured work experience, typically lasting between 4 to 8 weeks, at competitive salaries. During this time, returning workers have the opportunity to refresh their technical skills, update their knowledge of industry-specific tools and processes, and rebuild their professional networks.
The structure is designed to be mutually beneficial. Returning workers gain hands-on experience, mentorship, and confidence while being paid fairly for their contributions. Employers, in turn, get to evaluate returning talent in a real-world environment, develop a pipeline of trained candidates, and benefit from the mature perspective and diverse experience these professionals bring to their teams.
Upon completion of the returnship, participating companies typically have first right of hire for top performers. While this doesn’t guarantee permanent employment for every participant, it significantly increases the likelihood of transitioning into a full-time position with a reputable employer.
Key Benefits of Returnship Programs
Hands-On Training and Skill Development
All industries evolve constantly. Technology becomes obsolete within months, workflows are restructured, and best practices shift. For someone who has been out of the workforce, determining which skills are critical for successful re-entry can be overwhelming. Returnships solve this problem by offering immersive, on-the-job training that teaches the specific computer programs, processes, and cultural dynamics of a particular company. Rather than trying to guess what you need to learn, you’re taught exactly what you need to know by the people you’d be working with.
Competitive Compensation
One of the most important distinguishing features of quality returnship programs is that they pay participants a competitive wage during training. This is not minimum wage; companies like Goldman Sachs pay meaningful salaries that reflect the value of the work being done. This compensation structure serves as a litmus test for distinguishing serious recruitment initiatives from exploitative programs that simply want cheap labor. If a company is willing to pay top dollar, it signals that they genuinely want their returnship graduates to start their new jobs with momentum and financial security.
Networking and Relationship Building
One of the most valuable aspects of employment is regular, face-to-face interaction with decision-makers and colleagues. Returnships provide this critical advantage by allowing participants to develop relationships with their potential future boss, colleagues in their department, and professionals throughout the organization. Additionally, being employed makes it easier to network with people in your industry outside your company. Building a strong network of business contacts is significantly easier when you’re already working in your field, and a returnship accelerates this process considerably.
Confidence and Self-Esteem Building
Career breaks often erode professional confidence, particularly among high achievers who may struggle with impostor syndrome—the psychological phenomenon where competent individuals doubt their abilities and accomplishments despite evidence of their competence. Returnship programs actively combat this by providing structured mentorship, clear feedback, and opportunities to demonstrate that you can absolutely perform at a high level. Successfully completing a returnship validates that you can re-enter the professional world and contribute meaningfully.
Avoiding Age-Based Competition
Unlike traditional internships where you might compete with recent college graduates, returnship programs are designed specifically for experienced professionals. The competition is confined to your own age cohort—other people with substantial work experience seeking to return to their careers. You won’t be competing against 22-year-olds; you’ll be competing against other professionals in similar life situations. This levels the playing field and allows your experience to be properly valued.
Understanding the Drawbacks and Challenges
Intense Competition
Returnship programs are exceptionally competitive. Goldman Sachs’ returnship program, for example, accepts only 19 out of every 1,000 applicants—a rate more competitive than admission to most prestigious universities. This means that even if you’re an outstanding candidate, acceptance is never guaranteed. The competition can be discouraging, and many strong candidates will not get accepted into top-tier programs.
The False Need Problem
A critical concern highlighted by career experts is that some returning professionals don’t actually need a returnship to secure employment. If you’ve received direct feedback from an internal recruiter that a returnship is your only pathway into a company, that’s valuable information. However, if you’re applying to a returnship simply because you’re doubting yourself, you may be unnecessarily limiting your opportunities. High achievers who successfully navigate the application process are likely already functioning at a level where they could land positions through other means.
Potential Underemployment
Another significant concern is that returnship positions may not fully utilize your skill set or experience level. Some participants report being paid far below market rate—sometimes as little as $35 per hour—while simultaneously being assigned work that is beneath their competency level. If you have substantial prior experience in your field, a returnship might involve redundant training or tasks that don’t leverage your expertise. You could end up in a situation where you’re overqualified for the assigned work but locked into a below-market rate because you accepted a returnship.
No Guarantee of Permanent Employment
While returnships significantly increase the likelihood of being hired at the sponsoring company, they don’t guarantee permanent employment. Most returnship participants will not receive job offers at the end of their programs. Therefore, it’s crucial to view a returnship as one component of a broader job search strategy, not as a guaranteed path to employment. You should continue exploring other opportunities and networking channels throughout your returnship.
Is a Returnship Right for You?
Deciding whether to pursue a returnship depends on your specific circumstances, goals, and situation. Consider the following questions:
- How long have you been out of the workforce? If it’s been significantly longer than two years, a returnship’s immersive training may provide genuine value in updating your skills.
- How confident are you in your current abilities? If impostor syndrome is preventing you from applying for positions directly, a returnship’s structured validation might be psychologically valuable.
- How much do you need to learn about current industry standards? If your field has changed dramatically and you genuinely don’t know what modern practices are, focused training would be beneficial.
- Are you pursuing a career change? Returnships specifically designed to facilitate career transitions might be more valuable than those simply re-entering your former field.
- Can you afford the compensation offered? If the returnship pays significantly below your former salary or your current financial needs, can you manage the gap?
- Have recruiters indicated this is necessary? If multiple employers have suggested that a returnship would strengthen your candidacy, it’s worth considering. If you’re self-directing this choice based on self-doubt, reconsider.
Creative Alternatives to Formal Returnship Programs
If you’re hesitant about formal returnship programs or unable to access them, there are creative strategies for achieving similar outcomes. One powerful example involves strategic volunteering. A woman seeking to return to the nonprofit sector strategically volunteered at a charity in two departments that appeared to be short-staffed. Because she was competent and efficient with every task assigned, colleagues assumed she had relevant paid work experience and assigned her increasingly important responsibilities. Her strategic placement and demonstrated capability led the organization to create a full-time, interdepartmental position specifically for her within 90 days. She had essentially custom-built her own returnship by volunteering strategically.
Major Companies Offering Returnship Programs
Numerous organizations now offer returnship opportunities, including:
- Goldman Sachs
- Path Forward (specializes in returnship placement)
- The Mom Project
- iRelaunch (career development firm)
- Corps Team (staffing and development)
- Numerous mid-size and smaller companies with their own internal programs
The growing availability of these programs reflects a broader recognition that experienced workers represent valuable talent, and companies are actively competing to recruit and retain them.
Making the Most of Your Returnship Experience
If you decide that a returnship is right for you, maximize the experience by:
- Approaching the program as a genuine job, not just training
- Actively building relationships with mentors and colleagues
- Documenting your accomplishments and learning outcomes
- Continuing your broader job search throughout the program
- Using the program to understand company culture and determine if permanent employment there is actually desirable
- Networking outside the program with industry professionals
- Requesting feedback and being receptive to constructive criticism
Frequently Asked Questions
Q: How long do returnship programs typically last?
A: Most returnship programs range from 4 to 8 weeks, with 6 weeks being common. Participants usually work approximately 30-40 hours per week as part of a cohort receiving on-the-job training and mentorship.
Q: Are returnships paid?
A: Yes, returnships are paid, though compensation varies widely. Top-tier programs like Goldman Sachs offer competitive wages, while other programs may pay less. Compensation is a good indicator of how seriously a company is recruiting returning workers.
Q: Do I have to accept a job offer if one is extended after my returnship?
A: No. A returnship is an opportunity to evaluate whether the company and position are right for you. You can decline a permanent position if you determine it’s not the right fit.
Q: What if I don’t get hired at the end of my returnship?
A: While disappointing, you still benefit from the training, network, updated skills, confidence, and the experience itself on your resume. These assets transfer value to your broader job search.
Q: Are returnships only for women returning after having children?
A: While returnship programs originated to address this demographic, modern programs serve anyone who has been out of the workforce for an extended period for any reason, including caring for family, health issues, education, or career reassessment.
Q: How can I find returnship programs?
A: Search for companies offering returnship programs directly on their career pages, use specialized platforms like iRelaunch and Path Forward, or contact career coaches specializing in workforce re-entry.
Conclusion
Returnships represent an innovative solution to the challenges facing experienced professionals seeking to re-enter the workforce after extended breaks. They provide structured training, competitive compensation, networking opportunities, and confidence-building in a supportive environment. However, they’re not universally necessary or appropriate for every returning professional. Before applying, honestly assess whether a returnship addresses genuine skill gaps or professional needs, or whether it’s primarily driven by self-doubt. When pursued strategically and with realistic expectations, returnships can be a powerful tool for career restoration and advancement. The key is ensuring that any returnship you pursue genuinely serves your professional development and career goals, rather than simply feeding into impostor syndrome or limiting your broader job search opportunities.
References
- How to Restart Your Career With a Returnship — Wise Bread. 2024. https://www.wisebread.com/how-to-restart-your-career-with-a-returnship
- Returnships: Pros and Cons — Prepare to Launch. https://www.youtube.com/watch?v=Ar–X85113k
- Returnships: A Toolkit for Building a Multigenerational Workforce — YouTube. https://www.youtube.com/watch?v=HnJ4sPtNRm0
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