With tech talent at a premium, it’s no surprise that more companies are giving up on the notion that when an employee departs, the door to future opportunities closes firmly behind them. One professional recalls approaching a former employer about an open position, only to be told: “We’re sure with the excellent training you received here, you’ll have no trouble pursuing opportunities at other companies.” But to put it in colloquial terms, that dog won’t hunt anymore: with so many businesses looking to fill so many tech roles, employers have to get used to the idea that their software developers, engineers, data scientists and pretty much anyone involved in tech are either being pursued by recruiters or stumbling across opportunities on their own. “You have to realize good people will leave when presented with the right opportunity,” said Greg Ambrose, CEO of Stack Talent, a human capital consultancy in Chicago that helps companies hire engineering professionals. “The question is whether they’re leaving like a spouse who’s filed for divorce or a sibling who’s going abroad.” Recruiters and tech managers agree that hiring back a former employee—the boomerang employee—requires a different mindset than recruiting new blood. Here are five key things to consider as you mull whether to bring a tech pro back into the fold.