A reference check call is an integral part of the hiring process. It’s important to prepare for these conversations and to understand the perspective of the person giving the reference. This helps you get the most out of the call and focus on the information that actually matters for your decision.
In this section, we outline questions worth asking. We also explain why they matter and what you can learn about the candidate from the answers.
What should you ask in reference check calls?
Most reference calls start with understanding the relationship between the candidate and the person giving the reference. This provides context for the answers and helps you understand what the feedback is based on.
Beyond that, the call can give you insight into the candidate’s standout qualities, work environment preferences, leadership examples, challenges they faced, and how their performance compared to peers.
Understanding the Referee’s Mindset
The referee’s mindset shapes the entire reference check conversation. In Israel, referees often give positive feedback because the ecosystem is small and people avoid harming someone’s future opportunities. In the US, feedback is usually brief or strictly positive due to legal concerns, and many companies have a policy of not giving detailed references at all.
To make the conversation more comfortable and useful for the referees, we aim to:
- Create a sense of partnership: For example: “Let’s think together about how I can support their onboarding if they join my team.”
- Ask questions that do not require a direct evaluation of the candidate. For example: “I can place the candidate in one of two engineering teams. One works this way and the other works that way. In which environment do you think the candidate might struggle (or thrive)?”
- Encourage authenticity: Share what impressed you about the candidate alongside the concerns you are trying to understand. When you manage to clearly articulate your concern and ask about it directly the other side will often open up. It creates a moment of closeness and trust.
For example, you might say:
“I got the sense that she’s so focused on meeting her manager’s expectations, she might compromise on the relationships with peers or stakeholders who don’t fully align. Does that sound familiar to you?”
When you put it like that, not as judgment, but as an observation you’re curious about, people tend to respond with honesty. They recognize that you’ve picked up on something real, and that you’re not trying to catch them, but to understand them.
Why is it so important?
We want the referee to feel that we understand the candidate and genuinely care about making the right decision for both sides. If we later discover that the match does not work, it will be a negative outcome for everyone involved.
Our tip: Just as in behavioral interviews, it helps to ask for examples. If a referee says, “They were very committed,” you can ask, “How did that show up in practice?”
Recommended Questions for Reference Check Calls and What You Can Learn from Them:
- What were the candidate’s standout qualities? What positive things can you share about them?
Why this question matters:
Referees often feel obligated to give a positive recommendation and may assume the interviewer is trying to uncover the negatives. Letting them share the positive points upfront helps them feel they have “done their part,” which lowers their guard and makes the rest of the conversation more open.
This works especially well when the interviewer shares genuine positive impressions about the candidate (for example: “I got the sense they are very detail-oriented”). This reinforces that you understand the candidate and encourages the referee to speak more candidly. - Which types of tasks naturally came the candidate’s way?
Why this question matters:
This question highlights the tasks the candidate naturally took on, even when they were not formally assigned. These informal responsibilities show what they were drawn to, what the team relied on them for, and where their strengths came through without being asked.
It also helps you assess fit on your side: will the candidate have opportunities to express these strengths in your company, or will the role limit their ability to do so? - When did the candidate feel happiest and most effective at work?
Why this question matters:
This question helps you understand what truly motivates the candidate and when they feel most energized and capable. It points to their real passions and the conditions in which they do their best work. - In what areas would the candidate need the most support from their future manager?
Why this question matters:
This question offers a non-threatening way to talk about the candidate’s weaker areas. It helps the referee share where the candidate may need guidance or structure, without feeling they are being asked to criticize them directly. - If you were to rank the candidate compared to the rest of the team, where would you place them?
Why this question matters:
It is a common question, but it works. When asked at this level of specificity, referees usually give a more accurate answer and avoid saying “number one” unless they truly mean it.
If you want to challenge the referee, you can follow up. For example, if they say “number two,” you can ask: “So they raised the team’s overall level?” It becomes harder to sugarcoat reality, and hesitation or backtracking often signals that the ranking is less solid than it sounded. - Why did the candidate leave the company?
Why this question matters:
This question is always important. It may reveal gaps in the story we heard from the candidate, raises potential red flags, and helps validate credibility. It is worth paying close attention to every word and to anything that sounds inconsistent. - Are you still in touch? Are you friends?
Why this question matters:
This gives useful context for the feedback you are hearing. It helps you understand the nature of the relationship and how close or distant the referee is from the candidate today.
Other Useful Questions to Include:
- What was your relationship with the candidate? Did you manage them directly?
Why this question matters:
This question helps validate the accuracy of the information you received and clarifies how directly the referee worked with the candidate. Sometimes it reveals gaps between what you assumed or what the candidate presented and what actually happened. - What was the candidate’s job title and role?
Why this question matters:
Candidates sometimes adjust their job title to better reflect what they did or to position themselves more favorably in the market. Asking this question helps validate accuracy and provides another signal of credibility. - What kind of environment does the candidate need in order to perform at their best, in terms of their direct manager and team?
Why this question matters:
This question comes from a help me help them mindset. It helps you understand what you can adjust or provide so the candidate can do their best. For example, if the referee says that the candidate needs very clear task definitions, it may indicate they struggle in environments with high uncertainty. - Is there anything else you think is important to know and I didn’t ask?
Why this question matters:
This is a great closing question. It creates space for additional information that did not come up earlier in the conversation and gives the referee an open opportunity to share anything they feel is important.
Disclaimer: This playbook is provided for general informational purposes only and does not constitute legal advice or create an attorney-client relationship. Employment laws vary by jurisdiction, and founders should consult a qualified employment attorney before acting on any hiring, termination, or other HR decisions discussed here.