It was meant to be a simple outreach. A message to former colleagues. An open door. But what happened next surprised even Deepinder Goyal. Within a week of launching a comeback initiative, his inbox flooded with thousands of emotional messages from former employees and hopeful applicants. What started as a quiet invitation has now turned into one of the most talked-about leadership moves in India’s startup ecosystem.
What started as a simple invitation has turned into something Deepinder Goyal didn’t quite expect. The Zomato founder’s inbox exploded with over 8,000 emails in just one week after he launched [email protected], a program asking old employees to consider coming back.
A quick update on [email protected]
Over the last week, we received over 8,000 emails. About 4,000 from people who have been part of the Eternal journey at some point. Rest from people who haven’t worked here but want to. Thank you so much for this. I didn’t expect this at all.…
— Deepinder Goyal (@deepigoyal) February 11, 2026
“Over the last week, we received over 8,000 emails. About 4,000 people who have been part of the Eternal journey at some point. Rest from people who haven’t worked here but want to. Thank you so much for this. I didn’t expect this at all,” Goyal posted on X.
The response shows just how many people either miss working at Eternal or want a shot at joining the team. Split right down the middle, 4,000 from ex-employees and 4,000 from outsiders hoping to get in.
Reading Through Emotion-Filled Stories
What’s interesting is what these emails actually contain. They’re not your typical job applications with boring cover letters and resumes. Goyal says most messages are packed with personal stories, emotions, and real talk about people’s experiences.
“Most of these emails are stories and are full of emotions and honesty. There’s a lot of context and history in them. And a lot of our current team has no context on people who left five, ten, fifteen years ago,” he explained.
That’s the tricky part. Some of these people left Eternal a decade or more ago. Current employees have no idea who they are or what they contributed back then. Only Goyal has that full picture, which puts him in a unique position and a tough spot.
One Man Can’t Read 8,000 Emails Overnight
Goyal was upfront about the reality of the situation. Going through 8,000 detailed, personal emails isn’t something anyone can knock out in a few days, even a founder who knows the company inside out.
“Eternal is in its late teens right now. The only person who can truly read these emails and know who to respond to is me. And it is not humanly possible to be me. And it is not humanly possible for me to read through 8,000 emails and pick and choose the right ones to respond to quickly,” Goyal said.
He’s committed to reading every single one, but he made it clear this will take time. You can’t rush through people’s stories and career hopes like you’re clearing out spam.
For anyone who worked directly with him, though, he offered a shortcut. Just WhatsApp him. Simple as that. Skip the email queue and reconnect faster if you actually worked side by side with him.
Why Did Goyal Open The Door In The First Place?
The whole thing kicked off last week when Goyal made a heartfelt post reaching out to anyone who used to work at Eternal. It didn’t matter how they left or why. He wanted them to know the door wasn’t closed.
He admitted straight up that Eternal might not have been the right fit for everyone in the past. Maybe the leadership wasn’t there. Maybe the environment didn’t click. But he also pointed out that plenty of people did have a great experience there.
“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. I want you back,” Goyal wrote.
That’s a pretty big statement from a CEO. No grudges. No hard feelings. Just come back if you want to.
Why Are Former Employees Valuable?
Goyal’s thinking makes sense when you break it down. People who already worked at Eternal know how things operate. They understand the culture, the standards, and what “good” looks like at the company. That kind of institutional knowledge takes years to build.
But here’s the kicker: they also left and grew somewhere else. They picked up new skills, saw how other companies work, and built new networks. So when they come back, they bring both insider knowledge and a fresh outside perspective. That’s a powerful combination.
What Does This Say About Eternal And Goyal’s Leadership?
Getting 8,000 responses in a week tells you something. Either a lot of people regret leaving, or Eternal left a lasting impression even on folks who moved on. Probably both.
It also shows Goyal isn’t your typical corporate leader who burns bridges with anyone who walks out the door. He’s taking the long view — people leave for all kinds of reasons, and some of them might be ready to come back with more to offer.
Deepinder Goyal recently stepped down as CEO of Eternal, but he’s clearly still deeply involved. The fact that he’s personally committing to read thousands of emails instead of delegating it to HR shows where his priorities are.
Conclusion
Not many founders openly invite former employees to return. Fewer still personally read thousands of emails about it. This episode isn’t just about hiring — it’s about culture, relationships, and long-term trust. Whether all 8,000 emails lead to job offers or not, one thing is clear: Eternal left a mark. And Deepinder Goyal just proved that in his playbook, bridges are meant to be rebuilt, not burned.
Follow Us: Facebook | Instagram | X |
Youtube | Pinterest | Google News |
Entertales is on YouTube; click here to subscribe for the latest videos and updates.
