By: Debbie Taylor
Ten plus years ago, when I returned to the workforce after a decade-long career break, it was hard. Really hard. Despite holding both a B.S. and an MBA, having a successful sales record and being a recognized leader who taught Executive Education programs at local universities, I quickly realized that re-entering the workforce wasn’t as simple as showing my resume.
But times are changing — and that’s good news for both employers and job seekers.
Today, a well-planned career break can be both a personal and professional enhancement. As the workforce evolves, companies that overlook candidates with career breaks are missing out on an incredible, untapped market of talented professionals ready to contribute in new and meaningful ways.
A Purposeful Pause
My decision to take a 10-year break was intentional. I didn’t leave because of a bad job or burnout — I actually had something I was running to: raising a family of four.
For others, productive career breaks can take many forms: caring for aging parents, pursuing higher education, volunteering for a cause, traveling to gain perspective, taking on a specific project to develop a new skill or tackling elder care.
What these experiences share is purpose. A break, when done with intention, can be deeply enriching and offer fresh perspectives that traditional career paths sometimes can’t provide.
Growth Happens in the “Break”
Contrary to what many might think, stepping away from a traditional job doesn’t mean personal or professional growth stops.
During my break, I continued to develop my skillset through volunteering, community engagement and the complex logistics of raising four children with busy schedules — sports, music, debate, volunteer work and enrichment programs. (Let’s just say managing four competing schedules, multiple budgets and dozens of stakeholders—children, coaches, teachers—was the best operations and negotiation training I could have asked for!)
I also kept up with my professional network and stayed engaged with technology — both key to smoothing the transition back into the workforce later.
Crafting Your Comeback Story
When the time came to return, I quickly learned the importance of owning my story. I had to reflect deeply on how my experiences before and during my career break made me even more qualified to help businesses succeed.
This part takes time — it’s not just about writing a resume but about understanding and communicating your value proposition. You need to internalize your story before you can tell it confidently.
Not everyone will understand it right away, but that’s changing. The old stereotype of being “just a mother” or “just someone who took time off” was such a short-sighted bias, and it is thankfully fading.
I came back stronger — with sharper skills, clearer priorities and a renewed sense of purpose. I was so much more qualified to help businesses thrive!
The Employer’s Perspective: An Untapped Market
From an employer’s point of view, this pool of returning professionals represents a tremendous opportunity. This is truly a highly desirable, untapped market of talent.
Unfortunately, many organizations are still not well-trained to understand or integrate this talent effectively. Yet those that do are discovering exceptional employees — people who are focused, efficient and bring a high degree of personal clarity and maturity to their work.
Here are the benefits of hiring returning professionals:
- Exceptional Focus and Efficiency: They have a renewed commitment to the job and bring a “get-it-done” mentality, often performing at a high level due to their refined focus.
- Loyalty and Lower Attrition: Having intentionally chosen to return to the workforce, these hires often demonstrate greater loyalty and commitment than average, reducing costly turnover.
- Unique Perspective: The skills gained outside the corporate bubble—like emotional intelligence, complex logistical management, and non-profit fundraising—add invaluable, diverse perspectives to a team.
- High ROI: They often come back with gratitude, perspective,and commitment—qualities that are hard to teach and deliver an immediate return on investment.
Some forward-thinking companies are even introducing “returnships” — structured re-entry programs that help individuals refresh skills and re-engage with the workforce. These programs have shown tremendous success in attracting motivated, loyal and capable talent.
A Win-Win for All
Career breaks aren’t career enders. In fact, they can be career builders — if approached with intention and reflection.
For employees, it’s about understanding and articulating the value gained during that time away. For employers, it’s about broadening hiring perspectives and recognizing that career paths are no longer linear.
When both sides invest in this understanding, career breaks transform from a hiring risk into a powerful advantage.
How TTSG Can Help
At TTSG, we understand that talent comes in many forms — and sometimes, the best talent is waiting for the right opportunity to re-engage. Whether you’re an employer looking to tap into this valuable market of returners or an individual considering a break (or planning your return), we can help.
Our team works with organizations to design smart strategies for integrating returning professionals into the workforce and help individuals clarify their goals, strengths and next steps.