In a remarkable move that underscores evolving corporate dynamics in India's startup ecosystem, Zomato founder Deepinder Goyal has publicly extended an olive branch to former employees, inviting them to return to the company fold. Through a lengthy, heartfelt note shared on the social media platform X (formerly Twitter), Goyal addressed ex-Zomato staff members with genuine warmth and transparency, acknowledging past shortcomings while painting a vision of renewed opportunity.
A Personal Appeal for Reconciliation and Return
Goyal's message specifically targeted individuals who had departed Zomato under various circumstances—whether through voluntary resignation or company-initiated separation. He demonstrated remarkable emotional intelligence by stating, "I know that for many of you, Zomato didn't have the environment, or the leadership you needed at the time." This candid admission of past organizational deficiencies represents a significant departure from typical corporate communications, which often avoid such vulnerable acknowledgments.
The founder further expressed his conviction that many former employees "loved being at Zomato" and suggested they might have struggled to find comparable professional fulfillment elsewhere since their departure. This psychological insight into employee experience reveals Goyal's deep understanding of workplace attachment and organizational culture.
The Transformed Corporate Landscape
Goyal emphasized that Zomato has undergone substantial evolution since many former employees left. He revealed that Eternal—the parent organization—now encompasses a diverse portfolio of companies including:
- Zomato (food delivery platform)
- Blinkit Quick-Commerce (rapid delivery service)
- Blinkit Ambulances (emergency medical services)
- District (unspecified business unit)
- Hyperpure (restaurant supplies platform)
- Nugget (unspecified venture)
- Feeding India (social initiative)
This expanded corporate structure offers returning professionals a broader range of opportunities beyond their original Zomato roles. Goyal highlighted that Eternal currently employs over four hundred individuals in their second or third stints with the organization, with many reportedly performing at their career best in this renewed engagement.
Addressing Potential Hesitations Head-On
The founder proactively addressed potential concerns that might prevent former employees from considering a return. He explicitly stated, "If you haven't reached out because you think the door is closed, or because you think I'm holding onto the past, I'm not." This direct approach aims to eliminate psychological barriers and encourage open communication.
Goyal also tackled the perception shift regarding his own role, noting that while he no longer serves as CEO, titles never truly defined Eternal's culture. He reassured potential returnees of his continued active involvement, stating "I am still very much here" and expressing enthusiasm about building the organization's next phase together.
The Value of Institutional Knowledge
A compelling aspect of Goyal's appeal centers on the unique value proposition of returning professionals. He emphasized that Eternal needs "people who already know what good looks like here" and possess the commitment to advocate for continuous improvement. According to his perspective, former employees who have gained external experience and perspective represent ideal candidates for driving organizational excellence.
The founder concluded his message with a practical invitation, asking interested individuals to directly contact him at back@eternal.com. He even incorporated a touch of humor regarding Gurgaon's pollution challenges while positioning Eternal's work environment as the compelling counterbalance.
This unconventional recruitment strategy reflects broader trends in India's technology sector, where talent retention and re-engagement have become critical competitive advantages. Goyal's personal, transparent approach may establish new benchmarks for how founders communicate with former team members in India's dynamic corporate landscape.
