Hiring returning women is easy and profitable. Learn how and why this growing trend is so powerful.

1. WHY HIRING RETURNERS MAKES GOOD SENSE

2. Source: Center for Talent Innova2on, 2010
43% OF WORKING MOMS WILL
PAUSE THEIR CAREER...

3. Source: Center for Talent Innova2on, 2010
90% WANT TO REENTER.
There are limited resources for helping
women interested in returning…

4. …AND THE WORKPLACE HAS CHANGED

5. WHO’S RETURNING?
Graduate
degree
EducaBon
B.A.
Age
40-54
55+
*2015/16 ReBoot Cohorts

6. SECTORS
Consul7ng
Educa7on
Venture Capital
Law
Government
Finance
High tech
ROLES
Project Management
Marke7ng
Strategy
Opera7ons
Event Planning
Business Development
Communica7ons/PR
SKILLS
Budge7ng
Planning
Mul7-­‐tasking
Nego7a7on
Leadership
Management
Strategic Thinking
WHAT’S THEIR EXPERTISE?

7. WHAT’S NEEDED FOR RETURNERS
Familiarity with today’s
workplace tech tools
Safe, suppor7ve
community

8. “…incredibly accomplished, immediately
produc6ve, great for our culture…in
addi6on to being humble, teamcentric,
and energized.”
Bob Plaschke
Chairman & CEO
Sonim Technologies
HIRING MANAGERS VALUE RETURNERS
“Returning women are PayPal’s
compe66ve advantage.”
John Donahoe
Former CEO, Ebay
Chairman, PayPal
Bonny Simi
President at JetBlue
Technology Ventures
“I hired a returner as my Opera6ons
Manager because of her
maturity, judgment, and ability to
get things done.”
“I’ll look to ReBoot for most of my mid-­‐manager hires going forward.”

9. Tapping into an underu7lized labor pool to enhance diversity
isn’t just a nice thing to do. It’s smart business.
A 5% increase in women in the workforce can have a trillion dollar impact on the US economy.
McKinsey Global Ins7tute
Let ReBoot help you become a leader in suppor7ng women and diversity in your workplace.