Client Testimonials

We partner with employers across sectors, who share our commitment to bringing returners back into organisational roles in a supportive and mutually-beneficial way. Here is what they say about working with us [note: until January 2024, Career Returners operated as Women Returners]

Women Returners [now Career Returners] has played a pivotal role in the expansion and enhancement of our RE-IGNITE initiative for the past six years. Their expert counsel has equipped us with the necessary strategies to seamlessly incorporate our RE-IGNITERS into the Moody's framework. This has been achieved through the provision of invaluable coaching and mentoring advice, as well as significantly uplifting our hiring managers' skills. Their contributions have been instrumental in fostering a conducive environment that promotes continual professional growth.

Global Diversity Sourcing Specialist and VP of Early Careers and Programs Talent Attraction, REIGNITE, Moody's

“The Bank has found partnering with Women Returners [now Career Returners] truly invaluable. They have been involved with our programme since its inception in 2018 and were successfully re-awarded the contract following a competitive retender process. Their expertise in the Returner market and the advice, guidance, and support that they have been able to provide has been incredibly useful. Our Career Returners Programme has welcomed over 100 professionals who have taken career breaks ranging from 2 to nearly 30 years and has a very high conversion rate to permanent colleagues. We’re looking forward to continuing the partnership with [Career] Returners.”

Programme Lead, Career Returners Programme, Bank of England

J.P. Morgan launched the ReEntry Programme in 2013 in New York with the goal of offering experienced professionals who are on a career break of two years or more the support and resources needed to relaunch their careers. We extended our programme to the UK in 2015 and we’re really happy to be part of a cross-industry network here that shares learnings and best practices. ReEntry today operates in 20 locations around the world, and we could not be more proud of our returners and the team who work so hard to make this happen.

Global ReEntry Program Lead, J.P. Morgan

We began working with Women Returners [now Career Returners] on a pilot programme within our Technology division in 2016. Their advice, support and commitment to understanding our business areas was exemplary. Their participation in client meetings was key to the programme being well received internally and the overall success of the first programme enabled us to expand into other business areas. We have felt like a valued client every step of the way. It is a pleasure to partner with a company whose values are so closely linked with our own and who share a passion for creating meaningful routes back into corporate life.

Talent Acquisition Lead UK & Ireland, Fidelity International

“Women Returners [now Career Returners] was an obvious partner for us to work with on our pilot returnship in 2022, based on their unmatched return-to-work experience and knowledge. Their expert advice and guidance at every step of the design, engagement and recruitment stages was invaluable and their Manager Training and Returner Coaching provided essential tailored support. The partnership ensured that the pilot was a huge success and the returner programme has become a key part of our Inclusion strategy. We look forward to continuing our strong working relationship”

Inclusion Lead and Return to Work Programme Manager, Deloitte Ireland

In 2017 we launched ReSUME with the aim to attract diverse experienced and mature talent.  Following the successful pilot I met with Women Returners [now Career Returners] to discuss growing and enhancing the programme.  From the beginning I felt they understood what we were trying to achieve and we began working together in 2018. They have since been involved in the design, implementation, training and coaching aspects of the programme. [Career] Returners brought extensive experience and advice to the ReSUME team and Hiring Managers as well as independent coaching to the returners. I believe the massive success of the 2018/19 programme was largely down to the support we received from [Career] Returners and we look forward to working together again."

Corporate Citizenship Lead and ReSUME Programme Manager, Accenture Ireland

At O2 we are always looking for new ways to attract diverse talent and over the last five years we have had a laser focus on encouraging diversity and fostering the difference in our people. As a customer led organisation, it’s vital that we have a diverse, balanced and inclusive workforce that reflects and understands the needs of our 25 million customers.  In the first year of the programme (2016), the cohort improved gender equality in the technical area by 3% in 3 months. In 2017 we recruited our second group of returners onto the programme and received three times as many applications as in 2016, with 100% attendance at our assessment day for the second year running. And in 2018 we received our highest number of applications and hired 11 returners. We saw 100% of our returners secure permanent roles making this our most successful programme.[Career] Returners enable us to reach out to a pool of talented and diverse individuals and provide support throughout the attraction, recruitment, on boarding and in life process. The service is exemplary and we have fostered a strong working relationship . 

Diversity and Inclusion Manager, O2

The support from the team at Women Returners [now Career Returners] was invaluable in getting the programme off the ground, delivering the coaching workshops, as well as significantly boosting applicant numbers against roles where we would usually see very few women apply.

HR Business Partner and Programme Manager, BBC Design + Engineering

I believe that working with Women Returners [now Career Returners] is the most effective and efficient way to run a returner programme. They have the expertise, the networks and the knowledge and provide a specialised and independent source of support to HR and to the participant group. After 30 years in HR, I have extensive experience but not of supporting people back to work after long career breaks. [Career] Returners made this process easy for us and were a major factor in the success of the returnship. I would not run another programme without them.

Head of HR, Tideway

The resources provided for attraction, coaching and general support by Women Returners [now Career Returners] have been instrumental to the success of our return to work programme. Our partnership has meant that we have seen such a high quality and diverse range of candidates. The coaching and on- boarding they provide for our returners has enabled them to build confidence and thrive in their roles with us. This has led to many permanent placements following the programme.  

Social Programme Manager, Skanska

We launched our Career Returner Programme to attract talented qualified professionals to a career in local government. This was a key part of our recruitment strategy to recruit to roles where we have traditionally struggled to source good candidates. Working with Women Returners [now Career Returners] we recognised there is an ‘untapped’ talent pool of local people looking to return to their profession following an extended career break.  Women Returners were an obvious partner as they have achieved so much in this area and have extensive experience as well as a vast network of potential candidates.  [Career] Returners have provided the coaching element of the Programme which will support our candidates back into meaningful work following their career break. I’m confident that our Returners will all go on to have successful careers at Enfield Council. This is an important initiative and I’m proud that Enfield Council is the first public sector organisation to launch a returner programme. I would highly recommend the team at [Career] Returners to any organisation.

Head of HR Operations, Enfield Council

The first role for which L.E.K. used the [Career] Returners Supported Hiring model was my own, and as a candidate I was struck by the message that this sent – that the firm was open-minded, flexible, and willing to look beyond the confines of a traditional recruiting approach. We have recently hired a Business Development Manager, and the three excellent candidates at the final round were all sourced from [Career] Returners. The team provides plenty of advice about creating attractive job postings, and will give a clear assessment about whether their network is likely to contain suitable candidates. In our experience, [Career] Returners allows firms to connect with a talent pool of capable and committed individuals, who are unlikely to be reached through mainstream recruiting channels.

Head of Recruiting, L.E.K. Consulting

We first came across Women Returners when we saw an article about them, and were inspired to learn of an organisation who had expertise in both connecting and supporting employers with finding and hiring returning talent as well as being able to provide coaching to support the returner themselves back into the workplace. We were seeking a Commercial Solicitor and had been struggling to find the right talent via conventional routes. Looking to the Women Returners network to promote our role with the knowledge that they would help us support the candidate back into the workplace was very attractive to us. We have been delighted to be able to source a very talented former Solicitor back into the workplace after a 12 year break. She brings a wealth of commercial experience as well as wider skills and perspective as a result of the career break itself. We have also just confirmed a second offer to another high calibre Returning Solicitor also returning after a long career break from law. We are delighted with this creative and smart way of sourcing great talent.

Commercial IP IT Dept, Clark Holt (boutique law firm)

Women Returners has played a pivotal role in the expansion and enhancement of our RE-IGNITE initiative for the past six years. Their expert counsel has equipped us with the necessary strategies to seamlessly incorporate our RE-IGNITERS into the Moody's framework. This has been achieved through the provision of invaluable coaching and mentoring advice, as well as significantly uplifting our hiring managers' skills. Their contributions have been instrumental in fostering a conducive environment that promotes continual professional growth.

Global Diversity Sourcing Specialist and VP of Early Careers and Programs Talent Attraction, REIGNITE, Moody's

“The Bank has found partnering with Women Returners truly invaluable. They have been involved with our programme since its inception in 2018 and were successfully re-awarded the contract following a competitive retender process. Their expertise in the Returner market and the advice, guidance, and support that they have been able to provide has been incredibly useful. Our Career Returners Programme has welcomed over 100 professionals who have taken career breaks ranging from 2 to nearly 30 years and has a very high conversion rate to permanent colleagues. We’re looking forward to continuing the partnership with Women Returners.”

Programme Lead, Career Returners Programme, Bank of England

J.P. Morgan launched the ReEntry Programme in 2013 in New York with the goal of offering experienced professionals who are on a career break of two years or more the support and resources needed to relaunch their careers. We extended our programme to the UK in 2015 and we’re really happy to be part of a cross-industry network here that shares learnings and best practices. ReEntry today operates in 20 locations around the world, and we could not be more proud of our returners and the team who work so hard to make this happen.

Global ReEntry Program Lead, J.P. Morgan

We began working with Women Returners on a pilot programme within our Technology division in 2016. Their advice, support and commitment to understanding our business areas was exemplary. Julianne’s participation in client meetings was key to the programme being well received internally and the overall success of the first programme enabled us to expand into other business areas. We have felt like a valued client every step of the way. It is a pleasure to partner with a company whose values are so closely linked with our own and who share a passion for creating meaningful routes back into corporate life.

Talent Acquisition Lead UK & Ireland, Fidelity International

“Women Returners was an obvious partner for us to work with on our pilot returnship in 2022, based on their unmatched return-to-work experience and knowledge. Their expert advice and guidance at every step of the design, engagement and recruitment stages was invaluable and their Manager Training and Returner Coaching provided essential tailored support. The partnership ensured that the pilot was a huge success and the returner programme has become a key part of our Inclusion strategy. We look forward to continuing our strong working relationship”

Inclusion Lead and Return to Work Programme Manager, Deloitte Ireland

At O2 we are always looking for new ways to attract diverse talent and over the last five years we have had a laser focus on encouraging diversity and fostering the difference in our people. As a customer led organisation, it’s vital that we have a diverse, balanced and inclusive workforce that reflects and understands the needs of our 25 million customers.  In the first year of the programme (2016), the cohort improved gender equality in the technical area by 3% in 3 months. In 2017 we recruited our second group of returners onto the programme and received three times as many applications as in 2016, with 100% attendance at our assessment day for the second year running. And in 2018 we received our highest number of applications and hired 11 returners. We saw 100% of our returners secure permanent roles making this our most successful programme.​ Women Returners enable us to reach out to a pool of talented and diverse individuals and provide support throughout the attraction, recruitment, on boarding and in life process. The service is exemplary and we have fostered a strong working relationship . 

Diversity and Inclusion Manager, O2

In 2017 we launched ReSUME with the aim to attract diverse experienced and mature talent.  Following the successful pilot I met with Women Returners to discuss growing and enhancing the programme.  From the beginning I felt they understood what we were trying to achieve and we began working together in 2018. They have since been involved in the design, implementation, training and coaching aspects of the programme. Women Returners brought extensive experience and advice to the ReSUME team and Hiring Managers as well as independent coaching to the returners. I believe the massive success of the 2018/19 programme was largely down to the support we received from Women Returners and we look forward to working together again."

Corporate Citizenship Lead and ReSUME Programme Manager, Accenture Ireland

The support from the team at Women Returners was invaluable in getting the programme off the ground, delivering the coaching workshops, as well as significantly boosting applicant numbers against roles where we would usually see very few women apply.

HR Business Partner and Programme Manager, BBC Design + Engineering

The resources provided for attraction, coaching and general support by Women Returners have been instrumental to the success of our return to work programme. Our partnership has meant that we have seen such a high quality and diverse range of candidates. The coaching and on- boarding they provide for our returners has enabled them to build confidence and thrive in their roles with us. This has led to many permanent placements following the programme. We have used Women Returners for three years in a row now and will continue to use their invaluable service.

Social Programme Manager, Skanska

I believe that working with Women Returners is the most effective and efficient way to run a returner programme. They have the expertise, the networks and the knowledge and provide a specialised and independent source of support to HR and to the participant group. After 30 years in HR, I have extensive experience but not of supporting people back to work after long career breaks. Women Returners made this process easy for us and were a major factor in the success of the returnship. I would not run another programme without them.

Head of HR, Tideway

We launched our Career Returner Programme to attract talented qualified professionals to a career in local government. This was a key part of our recruitment strategy to recruit to roles where we have traditionally struggled to source good candidates. Working with Women Returners we recognised there is an ‘untapped’ talent pool of local people looking to return to their profession following an extended career break.  Women Returners were an obvious partner as they have achieved so much in this area and have extensive experience as well as a vast network of potential candidates.  Women Returners have provided the coaching element of the Programme which will support our candidates back into meaningful work following their career break. I’m confident that our Returners will all go on to have successful careers at Enfield Council. This is an important initiative and I’m proud that Enfield Council is the first public sector organisation to launch a returner programme. I would highly recommend Julianne and her team at Women Returners to any organisation.

Head of HR Operations, Enfield Council

The first role for which L.E.K. used the Women Returners Supported Hiring model was my own, and as a candidate I was struck by the message that this sent – that the firm was open-minded, flexible, and willing to look beyond the confines of a traditional recruiting approach. We have recently hired a Business Development Manager, and the three excellent candidates at the final round were all sourced from Women Returners. The team provides plenty of advice about creating attractive job postings, and will give a clear assessment about whether their network is likely to contain suitable candidates. In our experience, Women Returners allows firms to connect with a talent pool of capable and committed individuals, who are unlikely to be reached through mainstream recruiting channels.

Head of Recruiting, L.E.K. Consulting

We first came across Women Returners when we saw an article about them, and were inspired to learn of an organisation who had expertise in both connecting and supporting employers with finding and hiring returning talent as well as being able to provide coaching to support the returner themselves back into the workplace. We were seeking a Commercial Solicitor and had been struggling to find the right talent via conventional routes. Looking to the Women Returners network to promote our role with the knowledge that they would help us support the candidate back into the workplace was very attractive to us. We have been delighted to be able to source a very talented former Solicitor back into the workplace after a 12 year break. She brings a wealth of commercial experience as well as wider skills and perspective as a result of the career break itself. We have also just confirmed a second offer to another high calibre Returning Solicitor also returning after a long career break from law. We are delighted with this creative and smart way of sourcing great talent.

Commercial IP IT Dept, Clark Holt (boutique law firm)