Transcript
Speaker: Hey, hey, hey, stop before you send out one more application into that that void. I need to tell you something. What if I told you that there was a a program, a real structured company funded program specifically designed for people who've been out of the workforce?
Speaker: What if that program paid you? It trained you and then in 80 to 85% of the cases, it gave you a full-time job at the end.
Speaker: It's not a scam. It's not a you know LinkedIn guru fantasy. it's It's real. It exists right now. And most workers over 50 have never heard of it before.
Speaker: In fact, it was relatively new to me as well.
Speaker: And today, we're going to break it all the way down. what it is, which companies are running these programs, the real benefits for workers in our age group, and also the hard truths, because you're here for honest answers and not just happy talk.
Speaker: So let's get into it.
Speaker: Here's the the thing. The word, returnship, Somebody actually trademarked that, Goldman Sachs. They coined that term back in 2008. The original idea was actually to create a structured re-entry program for professionals that had stepped away from the workforce, primarily women, who had left for caregiving responsibilities. And and that matters because it's a different approach to bringing people back in.
Speaker: Because it tells you something very important about the origin of these programs. They were designed with with empathy in mind. They were built around the idea that a career gap is not some sort of character flaw.
Speaker: Now that said, the the programs have evolved significantly. Today, dozens of major companies across finance, technology, manufacturing, and energy, they run formal returnship programs, and many of them are open to anyone with a significant career break, regardless of why you left.
Speaker: Let me give you a little plain language definition. Think of a returnship as an internship, but for people who already know what they're doing.
Speaker: It's it's a a structured, paid, time-limited entry program that runs typically between 12 to 16 weeks, and some of them even as long as 12 months.
Speaker: During that period, you're brought inside of the company. You receive mentorship, you receive skills training and updates, and you work alongside their team.
Speaker: You're paid at the market rate. And at the end, the company then determines whether or not to offer you a full time role. Here's how the numbers typically break down.
Speaker: The number that I want you to hold on to, 80 to 85% of returnship participants receive a full time job offer.
Speaker: Four out of five. People who enter these programs, they walk out with a job. Compare that to the standard job application process in 2026, where AI is flooding every inbox. ah ATS is filtering out every experienced candidate before any human being has ever even seen the resume, where where cold applications are are converting at far less than 2%.
Speaker: And now I'll give you what I call and irony alert. The very systems that penalize you for having a ah career gap over 50, returnships, they bypass those directly.
Speaker: You're not walking in through the main door where the algorithm is lying in wait. You're walking actually through a dedicated side door that was built specifically for you.
Speaker: And that's important for us. Now, I want to be real with you about something before we go through these different examples. There are dozens of programs active right now. I could spend probably the next 10 minutes listing all of them.
Speaker: But that's not what you need. What you need is actually to understand the the general landscape so that you can find the program that fits your background, your industry, and your specific goals.
Speaker: So I'm going to walk you through three of these programs. Three different industries, three different structures, and and I want you to listen for which one might sound interesting and attractive to you.
Speaker: The first one is actually where it all started. Goldman Sachs. The Goldman Sachs Copyrighted Returnship program is a 12-week program. It runs across multiple divisions, not just finance, which a lot of people don't realize.
Speaker: You don't have to be a ah Wall Street veteran to apply. They they recruit across technology, operations, compliance, human capital management, and more.
Speaker: The minimum requirement is a career break of of two years or more. And the program, it's designed to refresh your skills, to reconnect you to a professional environment, and in most cases, to actually transition you into a full-time role.
Speaker: Here's the honest truth about Goldman Sachs. It is incredibly, intensely competitive. The acceptance rate is under 1%.
Speaker: So I'm not telling you to put all your eggs in one basket, but here's why I'm telling you about it anyway. Because it is actually the gold standard.
Speaker: It legitimized the entire concept of returnships. And if Goldman Sachs is doing JPMorgan and Morgan Stanley, well, it signals that something real is shifting, at least in some of these companies, and their way of thinking about experienced workers.
Speaker: The second program is one that I find particularly exciting, partly because I spent my entire career in the automotive industry. General Motors.
Speaker: Their program is called Take Two. Here's why I love this one. GM's Take Two is a 12-week paid program, but it spans 12 different career tracks.
Speaker: You have finance and human resources, IT, engineering, manufacturing, marketing, project management, and i believe also supply chain. Let me be honest with you.
Speaker: When most people hear returnship, they picture a Wall Street office of. But General Motors, they they they run this program across different functions, which means that your background as an operations manager or in manufacturing or as an HR professional or a supply chain specialist, that's not a liability here. That becomes exactly your strength because that's what they're looking for.
Speaker: The minimum career break for Take Two is two years. The program is open to professionals across experience levels and backgrounds, and it carries a genuine path to full-time employment at one of the largest manufacturers in the United States and indeed in the world.
Speaker: Here's the thing. If your career was built in the industrial or operational world rather than in finance or in tech, this is your door. The third program is one that genuinely surprised me when I found it during my research because it breaks the the mold entirely.
Speaker: Eaton Corporation, they run a program called Resurge. And what makes Resurge different from every other program that I saw is the timeline.
Speaker: It's a 12 month return ship. 12 months, not 12 weeks, 12 months. Eaton is an industrial manufacturing company.
Speaker: Power management, electrical systems, aerospace, and different components. And they've built a ah full year structured return program for professionals after a career break of a year or more, which is actually a lower threshold than most of the other programs that we discussed today.
Speaker: what that 12-month structure means for you is really significant. It means that you're not being rushed. You're not being evaluated in a 90-day sprint. you You have a full year to demonstrate your value, to rebuild your professional rhythm, and to establish yourself before a permanent decision is made about you.
Speaker: And that matters enormously for older workers that have been out of the workplace for a longer period of time. So those are our three examples. Goldman Sachs, finance, highly competitive, 12 weeks.
Speaker: We have General Motors, take two. It has eight career tracks, manufacturing and beyond. It's 12 weeks. And then we have Eaton Resurge, an industrial company with a 12-month runway and a lower break requirement.
Speaker: Now, I also want to give you the best two resources for finding the landscape of these return ship programs. The first one is called iRelaunch.com.
Speaker: They track over 50 active returnship programs, and you can filter by industry, country, and by company. I want you to bookmark that one right now.
Speaker: Not tomorrow. Do it right now. I'll put the link down in the show notes so that you can find it The second is called pathforward.org. They specifically support people returning from caregiving breaks. And they have a returnship matchmaker tool that helps to find programs that match to your background.
Speaker: Also in the description. And hey, if you haven't watched my LinkedIn optimization episode yet, that card is going to be here for you also. And the link down in the show notes, because LinkedIn and your profile are really going to matter if you're going to apply for these programs.
Speaker: Okay, now I want to talk to you about why returnships are particularly powerful for workers in our age group. And I'm going to go a little bit deeper than than just a surface answer.
Speaker: Benefit number one. Your gap is your qualification, not the disqualification. Read that again. In a returnship program, you cannot apply unless you have a career break.
Speaker: Your gap, the thing that the the ATS system has been penalizing you for, is the ticket to getting into the door. And that's important. For workers over 50 who were laid off, who took time to care for a parent, who stepped back for health reasons, who were pushed out, this is one hiring pathway where you don't have to pretend that those things never happened.
Speaker: Benefit number two. Your experience is an asset. Here's the thing. Returnship programs, it's not a training program for people who don't know how to work.
Speaker: It's a re-entry runway for people who absolutely do. You already know how to navigate a corporate environment. You know how to manage crisis. You know how to manage up. And you know how to mentor a team. A 22-year-old
Speaker: a twenty two year old doesn't have any of that and that matters to your benefit benefit number three you're paid to come back you're not asked to audition for them for free every major returnship program is a paid position at market rate we'll come back to that This is not a a volunteer proving ground. It's not asking you to demonstrate your your worth for free while the company decides whether they want to take a chance on you. You're being compensated from day one.
Speaker: Benefit number four, the 80 to 85 percent number. Let me be honest with you about what this means in context.
Speaker: Cold applications in 2026, if you're lucky, convert at about 2%. two cent Referrals and networking, they convert somewhere between 30 to 40%. And return ships, 80 to 85% once you're in the door.
Speaker: That's not to try out with a trap door under your chair on the last day. That's almost a guarantee. And in our time to rise now, we need to take advantage of every legitimate advantage available to us.
Speaker: And this is one of them. Benefit number five. You network while you work. Sounds almost like a Disney song. One of the biggest challenges of a job search is that your professional network, it it goes cold.
Speaker: People move on relationships fade, and and cold outreach on LinkedIn, well, you know how that looks and you know how that feels. A return ship, it puts you back inside of the building.
Speaker: You're mentored by real people. You work alongside real teams. You you meet real decision makers. And that internal network that's built while you're producing real work,
Speaker: It's infinitely more powerful than anything that you can build from the outside looking in. We've talked about this before on the channel.
Speaker: Networking is the number one job search tool in the current job environment. A returnship is networking and working at the same time, and that's truly important.
Speaker: Benefit number six. A completed returnship, it gives you something gold. A recent verifiable work history at a credible company.
Speaker: It refreshes your resume. It gives you a a a current reference. And it does something psychologically important.
Speaker: It resets your professional confidence. That quiet voice that says that I've been out too long.
Speaker: A completed returnship, it silences that voice permanently. Now, I'm going to be honest with you as well.
Speaker: Because you didn't come here for a brochure, you came here for the truth, the hard truth. And the truth returnships, they're not perfect.
Speaker: And for workers over 50 specifically, there are some real challenges that you need to know about.
Speaker: Hard truth number one.
Speaker: Ageism. It doesn't disappear inside of a returnship. AARP's most recent survey found that 64% of workers over 50 experience some form of age discrimination in the workplace.
Speaker: Returnship cohorts They're not a protected zone. You may find yourself as the oldest person in the room. Again, you may encounter the same subtle dismissals, the same assumptions about your tech fluency, the same underestimation, but in a different building.
Speaker: I'm not telling you this to to discourage you. No, I'm telling you this so that you walk in prepared, because you've already navigated this type of landscape before.
Speaker: and you know how to do it. Hard truth number two. Most of these programs were not designed with us in mind.
Speaker: So let me be direct. Returnships were largely created to support women returning from caregiving breaks. The 50-plus worker who was laid off, managed out, or took time off for a health issue we were just an afterthought on the original program design.
Speaker: That doesn't mean that you can't succeed in one of these programs. Many workers over 50 have succeeded. But you need to go in clear-eyed to understand the culture that you're entering and to understand that you may have to advocate for yourself, again, in different ways.
Speaker: Hard truth number three. The pay, it will probably be lower than your last role. Returnship compensation is at market rate for the role, not for your history.
Speaker: If your position in the past paid $180,000, the returnship might only pay And that's a real gap. that's a that's a real financial consideration Here's the thing. This is exactly why we've spent time in a past video on this channel talking about the financial runway and your bridge income.
Speaker: If you're in a position of financial pressure, a temporary income cut, well, even if it's going towards a good outcome, it might not be possible.
Speaker: Build your stability as a foundation first if you can. Then the returnship becomes a strategic move and not a desperate one. Hard truth number four.
Speaker: The premium programs are competitive. Goldman Sachs, a sub one percent acceptance rate. JPMorgan's re-entry program is also equally intense.
Speaker: And if you apply at a single top tier program and you wait, that's not a job application. That's like buying a lottery ticket.
Speaker: The better approach? Apply to multiple programs simultaneously. Most run once or twice a year, which means that timing your applications across several programs in parallel, it'll significantly improve your odds of success.
Speaker: Hard truth number five. Some of these roles, they may not survive AI disruption.
Speaker: This one, nobody is talking about. If you take a return ship into a function that's currently being automated, you may earn a full-time offer for a position that disappears in say, 18 months.
Speaker: I want you to carefully think about where you are targeting. High value, high human in the loop roles, project management, client relationships, complex problem solving, operations leadership.
Speaker: These are the functions where experience is your protective moat, where knowing the terrain is your advantage. And believe me, you know your terrain.
Speaker: Okay, here is exactly what I want you to do. Not this week, not when you feel ready. How about to- today? So step one, go to irelaunch.com and pathforward.org.
Speaker: Both links are down in the description below. Browse the directory, find three programs that match your industry background. Write them down. Then step two, target by fit, not by brand name.
Speaker: Don't chase Goldman Sachs if your career was in manufacturing, right? Find the program that best matches your actual expertise. That's where your odds become real.
Speaker: Step three, treat the returnship application just like you would any other job application. Tailor your resume to each individual program.
Speaker: And here's the key. Acknowledge your career break directly and confidently. It's not a liability in this context. It's actually your qualifier.
Speaker: Own it. Step four. Go to LinkedIn. Search for the company name and the word returnship. Find people who have completed these programs at your target companies.
Speaker: Reach out. Ask about the culture. Ask how the selection process, what it was actually like. You're getting real intelligence from real people.
Speaker: And that's to your competitive advantage. Then there's step five. Apply to multiple programs simultaneously. Maybe three to five of them at the same time.
Speaker: Treat this like a portfolio. Most programs, they run once or twice a year. So, missing a cycle because you were waiting on one application, it basically means that you would be losing six months of waiting time.
Speaker: I want you to take at least one of these steps before this video comes to a close. Here's what I want you to walk away with today.
Speaker: A return ship, it's not a consolation prize. It's not a demotion. And it's not proof that the system worked against you.
Speaker: It's a legitimate, structured, paid pathway back into the workforce. One where your experience is an asset, where your career history, all of it, including the breaks, is the foundation. And where 80 to 85% of the people who walk through the door walk out with a job.
Speaker: Will you encounter ageism? Possibly. Will you have a pay adjustment? Maybe. Probably. Are the premium programs competitive to get into?
Speaker: Absolutely yes.
Speaker: But let me tell you something.
Speaker: So are you. You've been navigating these unfair systems for your entire career. You have been the most experienced person in the room who somehow still had to prove yourself.
Speaker: You've survived layoffs, bias, a job market that wasn't built with you in mind.
Speaker: This one at least has a door that you can actually open. So reach out and open it. Next week, we'll look at another source of second careers that people often don't think of.
Speaker: Government work. If this episode today was helpful, please share it with someone who needs to hear it. Leave me a comment below. I would really love to know if you've heard of returnships before, if they were something new. They were fairly new to me.
Speaker: And if you're not subscribed yet, you know what to do. Push the subscribe button down below. Until next time, you know what i always say, youth runs fast, but age knows the terrain.
