What if your future-ready workforce isn’t being built through campus hiring or cold LinkedIn outreach, but from a powerful and overlooked talent pool—career returners?
That’s not a “what if”—that’s reality. And the Women Back to Work Conference 2025 is where the smart employers are heading to find them.
Returners are experienced professionals who’ve taken a break and are ready to dive back in. They aren’t just “willing to learn”—they already know. They’ve worked in fast-paced industries, held leadership roles, and now bring clarity, perspective, and resilience that only comes from life experience.
Hiring returners isn’t just inclusive—it’s strategic.
Innovation Needs Different Minds
Why It Matters Now
We’re living through a talent revolution. Candidates want more purpose. Employers want flexibility, creativity, and ROI. Returners meet this moment perfectly.
With economic pressures, high attrition, and growing insclusivity expectations, hiring professionals who’ve already been tested by life might just be the smartest move you can make.
Join us August 21, 2025, at the WBW Conference and gain:
Don’t Let Traditional Hiring Blind Spots Cost You the Future
While everyone else is stuck chasing trends, you’ll be building a workforce that’s ready for whatever comes next.
Returners, register now on Eventbrite: https://zurl.co/GwSdp
For clients interested in participating and sponsoring, please reach us at: [email protected]
Let’s empower professionals to return to work!
Note: This is an in-person event held in Santa Clara, CA
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When reviewing a resume, it’s natural to focus on a candidate’s skills, experience, and career progression. However, for many hiring managers, a noticeable pause in employment history can raise concerns. Historically, career gaps have been viewed as potential red flags—suggesting a decline in skills, commitment, or readiness. But in today’s evolving workforce, that perception is not only outdated—it’s a missed opportunity.
At the heart of the Women Back to Work (WBW) Conference 2025 lies a truth too often ignored in hiring conversations: a career break isn’t a weakness. It’s a chapter—and sometimes, the most valuable one.
People—especially women—step away from work for real, important reasons: caregiving, health, military moves, personal growth, or simply life throwing curveballs. But stepping away from a 9-to-5 doesn’t mean stepping away from leadership, resilience, learning, or adaptability.
In fact, it often enhances them.
Many returners spend their “off” time volunteering, upskilling, managing households, or consulting. The mindset, maturity, and resourcefulness they develop during that time? You can’t teach that in a bootcamp.
Let’s talk brass tacks:
Returners are ready. They’ve taken intentional steps to re-enter the workforce, often retraining themselves to meet current market needs.
They bring perspective. Career breaks create self-awareness and clarity about what they want—and how they work best.
They’re proven performers. Most returners come with a track record of success. They’ve done the job before, and now they’re more motivated than ever.
So why are they still being passed over?
Unconscious bias isn’t always obvious.
It doesn’t always show up as outright exclusion—it can be subtle.
Like questioning someone’s readiness simply because they’ve taken a career break.
Here’s the truth:
A gap in employment doesn’t equal a gap in capability.
In many cases, it reflects resilience, growth, and sharpened perspective.
The 2025 WBW Conference is your chance to meet returners face-to-face, hear their stories, understand their drive, and rethink what a “qualified” candidate looks like.
This is your invitation to:
Engage with vetted, job-ready professionals
Hear directly from returners who’ve made successful comebacks
See beyond the break—and discover the brilliance
Break the bias. Find your next high impact hire at the Women Back to Work Conference 2025.
Returners, register now on Eventbrite: https://zurl.co/GwSdp
For clients interested in participating and sponsoring, please reach us at: [email protected]
Let’s empower professionals to return to work!
Note: This is an in-person event held in Santa Clara, CA
The post Beyond the Gap: Rethinking Career Breaks and Rediscovering Talent appeared first on Welcome.
]]>The workplace is evolving rapidly, and companies that want to stay ahead must rethink how they build strong, resilient teams. One of the most effective yet often overlooked strategies. Hiring returners—professionals who have taken career breaks and are ready to re-enter the workforce.
At Women Back to Work (WBW), we know that returners bring a powerful mix of experience, adaptability, and fresh ideas that can drive real business impact. Companies that embrace returner hiring aren’t just filling open roles—they’re strengthening their teams with skilled professionals who are ready to contribute from day one.
1. Experienced Talent with a Fresh Perspective
Returners bring years of industry knowledge and leadership skills, allowing them to step into roles with confidence. At the same time, their time away from the workforce has given them a new perspective, making them highly adaptable and eager to innovate.
2. Highly Motivated and Committed
The decision to return to work after a career break is a deliberate one. Returners are driven, dedicated, and ready to prove their value. Their resilience and strong work ethic make them a natural fit for companies looking to build high-performing teams.
3. Expanding Your Talent Pipeline
With skills gaps in key industries, companies can’t afford to overlook experienced professionals who are ready to work. Instead of competing for the same small pool of active job seekers, employers who tap into the returner talent pool gain access to highly qualified candidates who bring both technical and leadership skills.
4. Strengthening Workplace Culture
Hiring returners fosters a culture of learning and collaboration. Teams benefit from working with professionals who bring real-world experience and problem-solving abilities, creating an environment where knowledge-sharing thrives.
5. Enhancing Your Employer Brand
Companies that support returners position themselves as forward-thinking and people-focused. This not only attracts strong candidates but also builds loyalty among employees who see their workplace as one that values skills, experience, and the potential to grow.
A well-structured returnship program helps professionals transition smoothly back into the workforce while ensuring companies get the most from their skills and experience.
Key elements of a strong returnship program:
✔ Tailored onboarding and training to refresh skills and boost confidence.
✔ Dedicated mentorship and peer support to ensure a smooth transition.
✔ Project-based opportunities that allow returners to showcase their capabilities.
✔ Flexible work arrangements to set them up for long-term success.
✔ Clear career pathways so they can grow and thrive within the company.
Companies that invest in returners today are building a stronger, more resilient workforce for the future. The skills, adaptability, and commitment that returners bring can fuel innovation, strengthen teams, and help businesses grow.
At Women Back to Work, we specialize in connecting companies with highly skilled return-to-work professionals who are ready to make a meaningful impact. Are you ready to future-proof your workforce? Let’s work together to build a hiring strategy that works for your business.
🔹 Partner with WBW today and start unlocking the full potential of the returner talent pool.
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]]>Artificial Intelligence (AI) transforms how companies hire, making recruitment faster, smarter, and more data-driven. From resume screening to candidate engagement, AI is reshaping hiring processes, creating both new opportunities and challenges, especially for career returners re-entering the workforce after a break.
With skills-based hiring on the rise and AI-driven recruitment tools evolving, returners have a unique chance to navigate hiring in a way that wasn’t possible before. However, understanding how AI evaluates candidates and what factors influence hiring decisions is key to making a successful comeback.
Let’s explore how AI is changing staffing and what returners should consider as they step back into the workforce.
1. AI-Powered Resume Screening: The New First Impression
AI-driven Applicant Tracking Systems (ATS) analyze resumes before a human recruiter ever sees them. These systems filter applications based on keywords, skills, and job descriptions, making it essential for candidates to align their resumes with how AI scans and ranks applications.
What returners should know:
2. AI-Powered Skills-Based Hiring: A Shift from Traditional Job Titles
AI-driven hiring platforms are shifting away from traditional job descriptions and placing more emphasis on skills-based hiring. This means candidates are now evaluated based on their abilities rather than just their past job titles or years of experience.
What this means for returners:
This shift makes returning to work more accessible, as recruiters increasingly focus on capabilities rather than career timelines.
3. AI Chatbots & Virtual Recruiters: The New Gatekeepers
Many companies now use AI chatbots to interact with candidates, answering questions, pre-screening applicants, and even scheduling interviews. These virtual recruiters provide faster responses and reduce human bias in early-stage hiring decisions.
What returners should be prepared for:
4. AI-Powered Job Matching: Finding Opportunities Faster
AI is increasingly being used to recommend job opportunities based on a candidate’s skills, experience, and interests. These AI-driven job boards analyse thousands of postings in real time, surfacing the best matches without requiring applicants to manually search through listings.
How returners can benefit:
5. AI and Inclusive Hiring: The Double-Edged Sword
AI has the potential to eliminate unconscious biases by focusing on skills and experience rather than personal characteristics. However, algorithmic bias can still occur if AI systems rely on historical hiring data that reflects past discrimination.
Key considerations for returners:
As AI-driven hiring becomes the norm, returners should seek out companies that prioritize fair and ethical hiring practices.
AI is shaping a hiring landscape that values skills, adaptability, and potential over rigid career timelines. This evolution opens doors for returners who bring unique perspectives and valuable expertise to the workforce.
By staying informed about AI-driven hiring trends, aligning resumes with how AI evaluates candidates, and leveraging new job-matching technologies, career returners can navigate their way back into meaningful employment.
Reach out to us today. The future of hiring is changing, returners have the opportunity to change with it.
The post AI in Hiring: How Career Returners Can Navigate the New Job Market appeared first on Welcome.
]]>As I sit here today, contemplating the past decade of Women Back to Work (WBW), I am overwhelmed with a profound sense of pride and gratitude. Although it was several years ago, it seems just like yesterday when I made the fulfilling decision to pause my career to raise my daughter. Time has a way of blurring the lines between past and present, reminding us how pivotal certain moments can be.
What I hadn’t anticipated was the challenges I would encounter when I was ready to return to the professional world. The process was daunting, isolating, and often felt like an uphill battle.
I discovered a stark reality: many capable, talented women face similar obstacles when attempting to re-enter the workforce. This personal experience became the driving force behind the creation of Women Back to Work. It ignited a deeply personal mission: to challenge the notion that a career break diminishes a woman’s value and create a world where all women are given equal opportunity to thrive, regardless of their career breaks.
What began as a simple idea – a belief that women returning to the workforce deserve support and opportunities to rebuild their careers – has grown into something far greater than I ever imagined. It’s not just a program; it’s a movement that has impacted thousands of lives, created career paths, and planted seeds of hope for a future generation of women to weave in and out of the workforce as life happens.
These ten years have been a journey filled with ups and downs. From navigating economic upheavals, adapting through a global pandemic and embracing the ever-shifting dynamics of the workplace. Through it all – WBW has stayed true to our mission – to help women land back on their feet, restore their confidence, gain financial independence and take ownership of their professional narratives once again.
Every job for our returner represents a powerful story, the woman who dared to dream again, the family overjoyed by her return to work, the community uplifted by her success. These stories are the heart and soul of WBW, fueling our unwavering resolve to empower women and create a brighter future for all.
As we commemorate this milestone, we also acknowledge that there is so much more to be done.
2025 isn’t just another year for us -it’s the beginning of a bold new chapter.
To our Corporate Partners: Thank you for believing in this mission. Your support goes far beyond hiring – it transforms lives, reshapes futures, and helps build organizations that thrive through equitable and inclusive workplaces.
To Friends, Advocates, Allies, Mentors and Champions: Thank you for your confidence, the immense inspiration and believing in what we do. There are so many of you who made a positive difference.
To our Returners: You are the heart of this journey. Your courage to take that first step, your resilience to rise above challenges, and your determination to rebuild your careers inspire us every single day. We are committed to standing by you every step of the way, helping you reclaim your rightful place in the workforce.
To Akraya and WBW Team: Thank you for continuing to deliver 3X Karma and for your care, compassion and confidence in our Returner communities.
As I reflect on these 10 years, I can’t help but think about the legacy we’re building—not just for today’s returners, but for the young women watching us. Our daughters, the next generation of dreamers, and changemakers. Together, we are shaping a world where career breaks are seen not as barriers, but as opportunities to grow and come back stronger.
Thank you for being part of this incredible journey. Here’s to celebrating a decade of impact—and to the boundless possibilities that lie ahead.
The post A Decade of Impact: A Founder’s Reflections and Vision Ahead appeared first on Welcome.
]]>Returning to the workforce after a career break is an exciting yet challenging journey. Whether you took time off for caregiving, personal growth, or other reasons, your experience still holds value. The key is to craft a resume that reflects your strengths, transferable skills, and readiness for today’s job market.
At Women Back to Work (WBW), we’ve helped countless returners confidently re-enter the workforce. And here’s some great news—WBW has partnered with Infoblox, a leader in cloud-first networking and security solutions, to offer a returnship program designed for professionals returning to the workforce after a career break.
This collaboration provides opportunities for returners to refresh their skills and re-enter the technology industry. The program includes tailored skill development, workshops, and resources to support a successful transition back into the workforce.
If you’re preparing to restart your career, here’s how you can refresh your resume and make your application stand out!
Many returners worry about how to explain a gap in employment. The good news? Companies today recognize and value career breaks. Here’s how to handle it:
✅ Use a “Career Break” Section – Instead of leaving a gap, include a section titled “Career Break” with a brief explanation such as:
Career Break | 2019–2024
Focused on professional development, caregiving, and upskilling through courses and volunteer work.
✅ Emphasize What You Gained – Did you take courses, volunteer, freelance, or manage projects during your break? These experiences showcase transferable skills like leadership, organization, and adaptability.
Even if you’ve been out of the workforce, your past experience is still valuable. Focus on skills that are relevant today and use industry keywords to align with job descriptions.
🔥 Examples of Transferable Skills:
A functional or hybrid resume format works best for returners. Instead of focusing only on work history, emphasize skills and accomplishments first.
📌 Example Structure:
– Professional Summary – A powerful 2–3 sentence introduction about your strengths.
– Key Skills & Achievements – Highlight what makes you a strong candidate.
– Work Experience – Focus on impact, not just responsibilities.
– Career Break – Briefly explain your time away.
– Education & Certifications – Include any upskilling or courses completed.
Gone are the days of a one-size-fits-all resume. Use keywords from job descriptions and customize your resume to match the role you’re applying for.
💡 Tip: Many companies, including Infoblox, are returner-friendly. If you’re applying to a returnship opportunity, highlight why you’re excited about re-entering the workforce and how your skills align with their needs.
Your resume summary is the first thing recruiters see, making it a powerful opportunity to showcase your strengths and career readiness. A well-crafted summary should be concise, impactful, and tailored to the job you’re applying for. Instead of simply stating your past roles, focus on your skills, achievements, and what you bring to the table as a returner.
Your resume isn’t just a document—it’s your personal brand. Take the time to refine it, highlight your value, and confidently apply for opportunities. WBW’s partnership with Infoblox is actively creating pathways for returners like you to restart their careers with the right support and resources. Reach out to us today.
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]]>In 2025, the talent landscape is more competitive than ever. Social media has become an indispensable tool for recruiters looking to attract, engage, and hire top talent. Traditional job boards are no longer the primary source of candidates—today’s workforce expects companies to have a strong online presence, showcasing not just job openings but also culture, values, and opportunities for career growth.
For organizations committed to diversity, equity, and inclusion—such as those partnering with Women Back to Work (WBW)—social media offers a powerful way to connect with skilled professionals who may have taken career breaks, are seeking returnship programs, or are looking for roles that align with their skills and aspirations.
1. Build a Strong Employer Brand
A company’s social media presence speaks volumes about its culture and values. In 2025, job seekers expect authenticity, transparency, and engagement. Organizations must use platforms like LinkedIn, Facebook, and Instagram, to share employee success stories, highlight workplace culture, and demonstrate their commitment to hiring diverse talent.
Tip: Feature returners’ stories to inspire others and showcase how your company supports professionals re-entering the workforce.
2. Target Passive Talent
Not all top talent is actively looking for a job. Many skilled professionals are passive candidates who may consider the right opportunity if it aligns with their career goals. Social media allows recruiters to engage with them through personalized messages, thought leadership content, and interactive job postings.
Tip: Use LinkedIn groups and industry-specific online communities to connect with professionals returning to the workforce.
3. Humanize the Hiring Process
Recruitment in 2025 is no longer just about job listings—it’s about meaningful conversations. Live Q&A sessions, behind-the-scenes company videos, and employee takeovers can make organizations more approachable and engaging for candidates.
Tip: Host live sessions featuring returners and HR leaders to discuss hiring trends and returnship opportunities.
4. Use AI and Analytics for Smarter Hiring
Social media platforms now offer advanced AI-driven recruitment tools, allowing companies to target the right audience with precision. Analytics provide insights into engagement levels, helping recruiters optimize their strategy.
Tip: Utilize AI-driven ad targeting to reach skilled women returning to the workforce.
5. Promote Flexible and Inclusive Work Policies
Social media is an excellent platform to highlight workplace policies that attract diverse candidates, such as flexible work arrangements, upskilling opportunities, and mentorship programs. Organizations that actively showcase their commitment to inclusion and work-life balance gain a competitive edge in hiring.
Tip: Share success stories of employees who have benefited from flexible work policies, making your company more attractive to returners.
In 2025, social media is no longer just a tool for branding—it’s a strategic recruitment powerhouse. Companies that harness its potential to connect with diverse talent pools, including career returners, will build stronger, more inclusive teams. By embracing authenticity, engagement, and technology, organizations can stay ahead in the evolving hiring landscape.
For employers looking to hire experienced professionals re-entering the workforce, Women Back to Work (WBW) provides access to a highly skilled talent pool ready to make an impact. The question is—are you leveraging social media to connect with them?
Reach out to us today.
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]]>Returning to the workforce after a career break comes with its challenges, and interviews can be one of the most intimidating aspects of the process. Preparation is key to making a strong impression with evolving hiring practices, new technologies, and shifting employer expectations.
Whether it’s a behavioural interview, a technical assessment, or a virtual screening, the right approach can set you apart. This guide covers key strategies to help returners confidently navigate the interview process.
A well-prepared candidate always has a competitive edge. Understanding the company, the role, and the interview format is essential. Companies may conduct structured interviews, behavioural assessments, or AI-driven screenings. Researching the organization’s mission, values, and culture will help align your responses with their expectations.
Reviewing the job description carefully and identifying key skills required for the role will allow you to tailor your responses effectively. Preparing for common interview questions and understanding the latest industry trends can also strengthen your confidence.
Career breaks are common, and many employers are now more open to hiring returners. Instead of focusing on the gap itself, highlight the skills, experiences, or learning opportunities gained during that time. Whether through personal projects, continued education, volunteering, or freelancing, showcasing professional growth can position you as a strong candidate.
A clear and confident response about your career break demonstrates self-awareness, adaptability, and a proactive mindset—qualities employers highly value.
Behavioral interviews are designed to assess problem-solving, leadership, teamwork, and adaptability. Using structured frameworks like the STAR method (Situation, Task, Action, Result) can help deliver clear and concise responses.
By preparing real-life examples that demonstrate your ability to handle challenges, work collaboratively, and contribute effectively, you can showcase your willingness to reenter the workforce.
With remote work becoming more common, virtual and AI-driven interviews are now a standard part of the hiring process. Ensuring a professional setup, maintaining strong communication, and being aware of AI-driven assessments can enhance your interview performance.
Companies using AI-based tools analyse not just responses but also tone, facial expressions, and overall engagement. Familiarizing yourself with these technologies and practicing virtual interactions can help you make a lasting impression.
An interview is not just about answering questions—it’s also an opportunity to evaluate whether the company is the right fit for you. Asking insightful questions about company culture, growth opportunities, and team dynamics shows interest and engagement.
A well-prepared question can also help reinforce your enthusiasm for the role and leave a strong impression on the hiring manager.
Interviews are a critical step in the return-to-work journey, but with the right preparation, they don’t have to be overwhelming. By researching the company, confidently addressing career breaks, mastering behavioural responses, and preparing for virtual interactions, candidates can position themselves as strong contenders.
Explore Returnship Opportunities and take the next step in your career. Contact us today.
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]]>Reentering the workforce after a career break can feel like navigating uncharted territory. You may wonder where to start, how to position yourself, or even whether your experience still holds value in today’s job market. The good news? You don’t have to do it alone.
Networking is one of the most powerful tools for professionals looking to restart their careers. A strong network opens doors to job opportunities, industry insights, and connections with people who can offer guidance and support. Whether through returnship programs, industry events, or online platforms, building relationships can make all the difference in securing your next role.
Many job openings aren’t publicly advertised. Instead, they are filled through referrals, professional networks, and internal recommendations. Connecting with former colleagues, industry professionals, and returnship alumni increases your chances of hearing about opportunities before they go public.
💡 Tip: Reach out to past coworkers, managers, and contacts with a simple message.
If you’ve been out of the workforce for a while, industries may have evolved, and new technologies or best practices may have emerged. Engaging with professionals in your field can help you stay informed and learn what’s currently in demand.
💡 Tip: Follow industry leaders on LinkedIn, subscribe to relevant newsletters, and attend webinars or conferences to stay updated.
Career breaks can sometimes lead to self-doubt. Interacting with professionals, attending networking events, and engaging in career-related discussions can help rebuild confidence and remind you of the value you bring to the table.
💡 Tip: Practice introducing yourself with confidence.
Your network is likely bigger than you think. Former colleagues, classmates, neighbors, and community members can be valuable connections. Let people know you’re returning to work—many will be eager to help.
🔹 Reconnect on LinkedIn with past colleagues.
🔹 Join alumni groups from your university or previous employers.
🔹 Reach out to friends and acquaintances working in your target industry.
LinkedIn is an essential tool for networking, job searching, and staying visible in your industry.
🔹 Optimize Your Profile – Update your headline, summary, and experience to reflect your skills and career aspirations.
🔹 Engage with Content – Comment on industry posts, share insights, and participate in discussions to stay active.
🔹 Join Professional Groups – Many LinkedIn and Facebook groups cater to professionals in transition. Engage in conversations and connect with like-minded individuals.
In-person and virtual networking events are great for meeting professionals, learning from industry experts, and discovering job opportunities.
🔹 Look for industry conferences and career fairs.
🔹 Participate in returnship-focused events and employer meetups.
🔹 Sign up for Women Back to Work networking events designed for professionals returning to work.
Many professionals who have completed returnships are eager to help others navigate the process. Reach out to alumni from returnship programs to learn about their experiences, best practices, and potential job leads.
🔹 Search for “returnship” on LinkedIn and connect with other returners
🔹 Ask for informational interviews to gain insights into different companies and their returnship initiatives.
Networking isn’t just about finding a job—it’s about building relationships that can support your career growth long-term. Whether reconnecting with former colleagues, engaging on LinkedIn, or attending networking events, every conversation brings you one step closer to your next opportunity.
At Women Back to Work, we understand the power of networking in career reentry. Our returnship programs provide access to industry leaders, hiring managers, and a strong community of returners eager to support each other. If you’re looking to relaunch your career, explore our returnship opportunities and join a network that empowers your comeback. Reach out to us today.
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]]>Returning to the workforce after a career break can feel overwhelming, but the good news is that your technical and soft skills haven’t disappeared. Whether you took time off for caregiving, education, personal development, or any other reason, you’ve likely built a wealth of transferable skills that can be applied to new roles.
Returnships programs provide structured pathways to renter the workforce, helping professionals refresh their skills, gain hands-on experience, and transition back into meaningful careers. The key to a successful reentry lies in identifying and effectively leveraging your transferable skills.
Transferable skills are abilities that remain relevant across different industries and job functions. Some common examples include:
Once you’ve identified your skills, the next step is to present them effectively to potential employers. Here’s how:
A career break doesn’t define your potential—it enriches it. By recognizing and leveraging your transferable skills, you can successfully navigate your return to work and step into new opportunities with confidence.
At Women Back to Work, we specialize in helping professionals relaunch their careers through mentorship, networking, and returnship opportunities. If you’re ready to take the next step in your career, explore our Returnships programs and discover how we can support your journey back to the workforce. Join us today and turn your career comeback into a success story.
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