Revamp Your Reference Checks: Earlier and Stronger

Performant Reference Checks are a great way to close the information gap between referral candidates and applicants/sourced candidates. It’s all about asking the right questions, and shifting when you ask.

Mid‑Process > At Offer

Most teams treat references like a seat‑belt sign: flip it on only once the offer is buckled. But what if you treated it more like backchannel, and checked as soon as possible? Asking for references right after the first substantial interview (hiring manager interview/technical interview) speeds up your information acquisition on the candidate, and pressure‑test a candidate’s stories while momentum (and curiosity) are still high. In fact asking for reference checks at the end of the process, creates an additional point of friction, when you are trying to focus on closing an offer.

Communication Is Everything

Tell candidates up front how references fit into your process. Ask for three contacts—ideally a former manager, a peer, and a junior/report. Explain that references verify past work AND reveal how to set them up for success if they join. A quick email works:

“Please send contact info for your three references and let them know I’ll reach out for a brief call. Their insights help us verify employment history and tailor onboarding so you can hit the ground running.”

Beyond Verification

Referrals succeed because you start with extra context. Early reference checks give you that same edge with sourced or inbound candidates. Use the calls to learn:

• How the candidate ramps up best

• Which resources unlock their peak performance

• Whether interview impressions align with day‑to‑day reality

Armed with that intel, you can design an onboarding plan that sticks—and avoid unpleasant surprises post‑hire.

Have questions or want my reference‑check template? Email margot@kamiros.co.