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What to consider if a company that made AI-related job cuts wants you back
Companies around the world are increasingly citing artificial intelligence when slashing jobs, fueling anxiety that a lot more workers may lose their livelihoods to machines.
Microsoft, Barclays Bank and supermarket chain Kroger are among the latest entries on a growing list of companies that have announced AI-related workforce reductions this year, including the elimination of jobs deemed redundant or shed to free up money for investing in the technology.
But the job cuts of the AI era, which are affecting tens of thousands of people, occasionally have an epilogue. Some companies, after discovering that AI models, applications and agents don't perform as well as expected, end up rehiring laid-off workers to fill eliminated positions.
It's unclear how common such reversals are, but they are happening often enough to acquire a nickname: the "AI boomerang."
"Two years ago, we said, 'Would this happen?' and now we're saying, 'Yes, it is happening in real time,'" said Lucy Beaumont, a global senior vice president at SHL, a U.K.-based technology company that develops employment-related tests and tools.
Hiring managers in fields including finance, marketing, law and health reported earlier this year that their companies had eliminated positions primarily because of AI or automation, only to hire again for the same or similar roles, according to recruitment and staffing firm Robert Half.
The most frequently cited reasons for restoring dropped jobs included the technology needing more human oversight than anticipated and its inability to replicate institutional knowledge, the firm said.
"When you need critical thinking, collaboration, creativity, institutional knowledge, those are things that AI just can't replicate," Bill Driscoll, a senior district president at Robert Half, said. "And I think that's where companies are starting to realize, 'Wow, we really do need people to do these jobs.'"
Klarna, the Swedish provider of buy now, pay later services, began recruiting human customer service representatives again last year. CEO Sebastian Siemiatkowski acknowledged in an interview with Bloomberg News that the company's reliance on an AI chatbot to cut costs had gone too far.
In June, Ford said it had hired or promoted 350 veteran engineers after AI tools the automaker deployed to do quality control work did not perform at the expected level.
"AI utilization has been an important part of our quality gains and that—along with deep technical expertise of our teams—is a powerful combination," a Ford spokesperson told The Associated Press.
However, companies don't always broadcast their U-turns on shifting resources or responsibilities from employees to AI systems, Beaumont said.
"Maybe their shareholders love that they did this right-sizing motion ... and then they have to turn around and quietly, with their tail between their legs, admit that they weren't ready for that or they shouldn't have done that," she said.
Management experts offered employment advice for workers as companies make greater use of AI tools and consider—or reconsider—their staffing needs while assessing the technology's capabilities.
Rehiring suggests the invisible work of humans is not easily replaced...When companies use AI to perform tasks previously done by people, they often miss the invisible work employees do beyond their formal job descriptions, said Betsy Summers, a principal analyst on the Future of Work team at market research and advisory firm Forrester.
That might include sensing emotions and moods, holding impromptu meetings and putting in extra effort when feeling inspired or otherwise motivated, Summers said.
"We don't know all the work that's required to do things well within the organization," she said. "The citizenship behaviors of team cohesion and team building and making sure that you have trust within your team, none of that is accounted for. So when you rip out humans who are doing that work and then expect agents to be able to then deliver exactly what humans have delivered, they are frequently mistaken."
Another factor that complicates assigning more work to AI-powered tools is that company procedures for tasks such as data processing and bookkeeping are not always well documented, experts said.
"Organizations are not spending enough time doing the up-front work to really truly understand workflows and where humans add value in the process," said Brooks Holtom, a professor of management at Georgetown University's McDonough School of Business.
In roles such as customer service, AI agents and chatbots frequently need to refer questions and complaints to a worker who can recognize emotions, assess the severity or complexity of a problem and respond creatively within established policies, Holtom said.
"It's that combination of creativity but staying in the guardrail that's really hard for a machine to figure out," he said.
Figure out what gives you a competitive edge as a human...As companies redirect resources toward AI, current employees and those asked to come back might want to emphasize skills that complement the technology, such as emotional intelligence and sound judgment, Holtom said.
"Really try to be able to articulate, what's your value proposition as a human?" Holtom said. "Don't be afraid to lean into the technology as well, and understand how to differentiate yourself from what machines do well. Embrace that, understand that, and you can become uniquely qualified to help with implementation."
Empathy is a human quality that technology has not fully mastered, Beaumont said.
"Think about an angry customer. They want to be listened to, they want to be heard, they really want a human on the other end of the line," Beaumont said. "Can an AI replace that right now in a way that feels meaningful to individuals? Perhaps not."
Know your leverage and use caution if you're asked back...Many people are understandably reluctant to return to a company that laid them off as part of a reorganization around artificial intelligence, according to Beaumont.
"To come back to a business where you've been let go, replaced by AI, to be asked back to that business, your trust is gone, your psychological safety there, your relationship with the employer, and that's very, very difficult to build back," she said.
Workers offered their old jobs back are asking for more money and to know how AI might impact future staffing, Beaumont said. Requesting additional training and a clear explanation of your opportunities for advancement could be part of the discussion, she said.
Communicate ways you would contribute value as a returning employee, outlining a new job description "that leverages the technology but also your expertise," Holtom said. You could end up in a higher-ranking position that pays more than the one you left, he said.
Before accepting an offer, seek a commitment such as a one-year renewable contract that includes a buyout clause if the job is terminated in less than a year, Holtom suggested.
Don't discount the distinctly human values of motivation and curiosity, which make people efficient and effective, Summers said.
"Within our societies, work serves a broader purpose than just creating value for shareholders or customers or constituents," she added. "Work serves a human purpose as well. It's the manifestation of our search for meaning and purpose. We want to contribute to our communities as human beings."
If an employer previously eliminated your role in favor of automation and is now asking you to return, you are part of a growing trend. Many companies are experiencing "rehire regret" as automated systems underperform, meaning you hold significant leverage. Prominent brands like Klarna and Ford have had to rehire or promote human teams after finding that chatbots and automated quality control couldn't match human expertise.
If you are negotiating a return, consider these critical factors regarding your value, your leverage, and your contract stability:
1. Leverage your unique human value...Firms often adopt AI models before fully understanding how much of their workflow depends on human intuition and judgment.
• Define your value proposition: Explicitly state what you bring to the table that machines cannot replicate, such as advanced emotional intelligence, ethical decision-making, and deep contextual experience.
• Emphasize empathy: For customer-facing roles, remind them that frustrated users require authentic human connection, active listening, and problem-solving that AI tools still struggle to meaningfully deliver.
• Position yourself as the "final line of defense": Frame your return around quality control—auditing AI outputs, fixing its systematic errors, and managing tool implementation.
2. Renegotiate your scope and compensation...Because the company is likely re-entering negotiations "with their tail between their legs", do not simply accept your old job back on the exact same terms.
• Propose a higher-ranking role: Work with management to co-create a new, elevated job description that combines your domain expertise with technology management.
• Demand a raise: Restaffing an disrupted department is incredibly expensive for an enterprise; use this premium to request higher compensation than what you earned before you left.
• Secure training commitments: Request that the company explicitly fund your upskilling and continuous training so you can effectively integrate and oversee new automated workflows.
3. Build in strict financial protections...Past behavior remains one of the strongest indicators of future corporate actions. If leadership rushed to cut costs once, they may attempt it again when a newer iteration of software debuts.
• Request a guaranteed contract: Try to secure a one-year renewable contract rather than standard at-will employment.
• Include a severance/buyout clause: Ensure the contract states that if your position is terminated again within a specific window (e.g., less than a year), the company owes you a substantial, predefined financial payout.
• Demand transparency: Ask flat out how AI tools are expected to impact broader department staffing over the next 18 to 24 months
If an employer that laid you off to replace you with artificial intelligence asks you to return, you hold the leverage, but you must evaluate the company's technical stability, negotiate strict job security safeguards, and demand a significant premium on your compensation.
A growing wave of companies—ranging from tech startups to legacy automakers like Ford and fintech giants like Klarna—are quietly walking back aggressive AI automation plans. Research indicates that more than half of employers that cut staff in favor of AI now regret it, realizing they handed critical processes to models before fully understanding how much those tasks relied on human oversight, sound judgment, and empathy.
If your former company reaches out with an offer to return, keep the following strategic considerations in mind:
1. Assess why the AI strategy failed...Before accepting, you need to understand exactly what went wrong during your absence so you can prevent history from repeating itself.
• Determine the operational gap: Did the AI tools fail to perform at the expected quality level (as seen with automakers deploying automated quality control)? Or did customer satisfaction tank because clients demanded human interaction?
• Identify your exact role: Are they asking you back to do your old job, or are they bringing you back as a "fixer" to clean up the errors and hallucinations the AI generated?
• Gauge management's self-awareness: Is leadership transparently admitting they overreached? Be wary of management teams that try to minimize their previous strategic errors, as they may try to automate your role again the moment a new software update drops.
2. Define your value proposition as a human...When discussing a return, do not simply slot back into your old, pre-layoff routine. Position yourself as a strategic partner who manages and elevates the technology.
• Emphasize complementary skills: Clearly articulate the human-centric skills you bring that software lacks, such as complex problem-solving, deep technical expertise, emotional intelligence, and team cohesion.
• Rewrite your job description: Collaborate on a new role that explicitly balances your expertise with the company’s AI infrastructure. You should be positioned to oversee, train, or audit the AI, effectively future-proofing your position.
3. Demand financial and contractual protections...Because the company already proved it views your role as a line-item cost that can be automated, you must protect yourself against future tech-driven "right-sizing" motions.
• Ask for a premium: Restaffing an disrupted department is incredibly expensive for an employer. Because they need your institutional knowledge immediately to correct ongoing mistakes, you have the upper hand to demand higher pay or a higher-ranking title than the one you left.
• Negotiate a buyout clause: Workplace experts suggest securing a guaranteed contract (such as a one-year renewable agreement) that includes a strict severance or buyout clause if the job is eliminated due to technology or restructuring in less than a year.
• Verify employee benefits: Some companies funding heavy AI infrastructure have quietly cut 401(k) matches or reallocated salary raises to fund software licenses. Audit the company’s current benefit structure to ensure you aren't walking back into diminished total compensation
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