Reference Checks That Actually Work: A Startup Guide

# Reference Checks That Actually Work: A Startup Guide

Most reference checks are useless theater. References are pre-selected, questions are generic, and answers are predictable. Here's how to actually learn something useful.

Why Most Reference Checks Fail

### The Problems - Candidates cherry-pick their best advocates - Standard questions get rehearsed answers - References don't want to say anything negative - Callers don't know what to probe

### The Result You learn the candidate is "great to work with" and "very talented"—information that tells you nothing.

The Better Approach

### Go Beyond the Provided List Ask the candidate for: - Former managers (required) - Former peers - Former direct reports (for managers) - "Someone who would give you constructive feedback"

Then also consider: - Mutual connections on LinkedIn - Back-channel references (with care and ethics)

### Ask Better Questions

**Start Open** "Tell me about working with [candidate]." Then listen. Really listen. Follow the threads.

**Get Specific** "You mentioned they were good at [X]. Can you give me a specific example?" "What did that look like day to day?" "How did that compare to others you've worked with?"

**Probe Weaknesses** "If I were managing [candidate], what advice would you give me?" "Where did they have room to grow?" "What frustrated you about working with them?" "If you could change one thing about them, what would it be?"

**Test Enthusiasm** "Would you hire them again? In the same role or a different one?" "If you were starting a company, would they be one of your first calls?" "How excited are you about their career trajectory?"

### Read Between the Lines

**Yellow Flags** - Hesitation before praise - Vague answers to specific questions - "They're fine" or "good enough" - Lots of caveats - Praise for effort over results

**Green Flags** - Specific, enthusiastic examples - "I'd hire them again in a heartbeat" - Volunteering additional context - Acknowledging growth areas constructively

Reference Check Process

### Timing Do references late but before final offer—after you're serious but before you're committed.

### Who Calls The hiring manager, ideally. They know the role and can follow up intelligently.

### Duration Plan for 20-30 minutes per reference. Shorter usually means you didn't dig deep enough.

### Documentation Take notes during or immediately after. Look for patterns across references.

The Bottom Line

Good reference checks require effort and skill. But they can save you from expensive hiring mistakes. Invest the time, ask hard questions, and trust your instincts when something feels off.