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Navigating Rehire Waves at Newmark Group: Strategies for Returning to Familiar Shores

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'Newmark Group employees should view rehiring opportunities not just as a return to familiar ground, but as a strategic career move to leverage experience and negotiate improved terms, especially in today's fluid labor market,' — Paul Bergeron, a representative of The Retirement Group, a division of Wealth Enhancement Group.

'Newmark Group employees navigating rehiring offers should carefully assess their financial goals and career growth opportunities before returning, turning workforce shifts into a strategic advantage,' — Tyson Mavar, a representative of The Retirement Group, a division of Wealth Enhancement Group.

In this article, we will discuss:

  1. Evaluating whether to return to a former employer after a layoff.

  2. How companies like Newmark Group are using technology to streamline rehiring.

  3. The strategic advantages for both employees and employers in the rehire process.

Many Newmark Group employees, along with others in the energy sector, have experienced the flux of being laid off and then rehired, reflecting the unpredictable waves of the labor market. Notably, even industry giants like Newmark Group have been part of this trend, recalling employees to navigate through the changing economic landscapes and operational needs.

The decision to return isn't merely about accepting a job offer; it involves a thorough assessment of one’s financial status and other available job prospects. Career adviser Debra Wheatman recommends that individuals evaluate their current financial health and job market opportunities to make a well-informed decision.

Gaining a bit of leverage is often a part of this process. As Wheatman points out, returning employees might have the opportunity to negotiate better terms than before, potentially leading to improved roles, higher compensation, or more stable job conditions at Newmark Group.

However, individual stories reveal diverse experiences. For example, after a brief layoff from a marketing agency, Jessica Swenson chose to return as a contractor, finding that the flexibility better suited her career aspirations, emphasizing the growing importance of adaptability in professional settings.

Conversely, Kristie Jones, who dealt with an impersonal layoff process, opted not to return to her previous employer, moving instead into consultancy. This shift underscores a common path for many who seek independence after corporate disenchantments.

Newmark Group is leveraging advanced technologies like artificial intelligence through platforms like Visier, which meticulously track employment records to streamline the rehiring process. This methodical approach aids in aligning qualified candidates with suitable positions efficiently, utilizing detailed data analysis [source needed].

Moreover, the corporate recognition of rehiring's advantages, such as reduced onboarding time and familiarity with company culture, is increasing. Reemployed individuals often adapt more quickly and cost-effectively, providing a quicker return on investment for the company.

The manner in which layoffs are executed is crucial, as it affects the likelihood of rehiring. Fostering a respectful layoff process helps preserve professional relationships and keeps a pool of potential candidates ready for when market conditions favor reemployment.

Matt Massucci, CEO of Hirewell, notes that the reasons behind a separation—be it performance issues, strategic shifts, or economic factors—greatly influence rehire possibilities. Both Newmark Group and its workforce must navigate these complexities with a clear understanding of each other's perspectives.

Ultimately, the decision to return to Newmark Group should come after thoughtful consideration of the pros and cons, influenced by the initial separation's circumstances. As the labor market evolves, such decisions are increasingly viewed as strategic career moves rather than mere opportunities.

The concept of 'unretirement' is becoming prevalent, especially among older workers nearing retirement age. A significant portion of retirees reenters the workforce, driven by the need for engagement or financial necessities. Companies, including Newmark Group, appreciate the unique perspectives and reliability that seasoned professionals bring during turbulent economic periods.

Explore how to handle rehire proposals and draw on your experience when considering a return to Newmark Group after a layoff. Learn from others who have navigated this path successfully and understand how your familiarity with the company can reduce onboarding challenges and facilitate a smoother reintegration.

Reflecting on the labor market's fluid nature, consider the analogy of ocean tides. Just as tides ebb and flow, Newmark Group might reduce its workforce during downturns but also reengage skilled professionals when conditions improve. For those seasoned in navigating these shifts, it presents an opportunity to reassess and potentially return to a familiar environment, equipped with experience and strategic foresight.

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Source:

1. Weber, Lauren. 'The Company That Laid You Off Wants You Back. What Do You Say?'  The Wall Street Journal , 24 Apr. 2025,  www.wsj.com/articles/company-layoffs-rehiring-employees-2025 .

2. Cadmus, Jay. 'I Was Laid Off at 55 and Took 6 Months to Find a Job.'  Business Insider , June 2024,  www.businessinsider.com/laid-off-older-workers-rehire-job-hunt-2024-6 .

3. Schooley, Skye. 'Best Layoff Practices: Can You Lay Off and Hire at the Same Time?'  Business News Daily , 23 Oct. 2023,  www.businessnewsdaily.com/15785-layoff-rehire-best-practices.html .

4. Cook, Ian. 'Hiring After Layoffs: What Employers Need To Know.'  Visier , 19 Sept. 2023,  www.visier.com/blog/hiring-after-layoffs/ .

5. Fischman, Wendy. 'Rehiring Furloughed and Laid-Off Workers Post-Pandemic.'  Potomac Law Group , 13 May 2020,  www.potomaclaw.com/news-rehiring-furloughed-laid-off-workers .

What is the 401(k) plan offered by Newmark Group?

The 401(k) plan offered by Newmark Group is a retirement savings plan that allows employees to save a portion of their paycheck before taxes are taken out.

How can I enroll in Newmark Group's 401(k) plan?

You can enroll in Newmark Group's 401(k) plan by completing the enrollment form provided during your onboarding process or by accessing the employee benefits portal.

What is the employer match for Newmark Group's 401(k) plan?

Newmark Group offers a competitive employer match for contributions made to the 401(k) plan, which is typically a percentage of your contributions up to a certain limit.

Can I change my contribution percentage to Newmark Group's 401(k) plan?

Yes, you can change your contribution percentage to Newmark Group's 401(k) plan at any time by accessing your account through the employee benefits portal.

What investment options are available in Newmark Group's 401(k) plan?

Newmark Group's 401(k) plan offers a variety of investment options, including mutual funds, target-date funds, and other investment vehicles tailored to meet different risk tolerances.

When can I start withdrawing from my Newmark Group 401(k) plan?

You can start withdrawing from your Newmark Group 401(k) plan without penalty at age 59½, but there are specific rules regarding hardship withdrawals and loans.

Does Newmark Group's 401(k) plan offer loans?

Yes, Newmark Group's 401(k) plan allows participants to take loans against their account balance, subject to certain terms and conditions.

Are there any fees associated with Newmark Group's 401(k) plan?

Yes, there may be administrative fees and investment fees associated with Newmark Group's 401(k) plan, which are disclosed in the plan documents.

How often can I review my Newmark Group 401(k) account?

You can review your Newmark Group 401(k) account at any time by logging into the employee benefits portal, where you can view your balance and investment performance.

What happens to my Newmark Group 401(k) if I leave the company?

If you leave Newmark Group, you have several options for your 401(k), including rolling it over to an IRA or another employer's plan, or cashing it out (though this may incur taxes and penalties).

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