reference-checker

name: reference-checker
description: Conduct and document professional reference checks for final-stage candidates. Use when verifying candidate backgrounds before extending offers.
license: MIT
compatibility: claude-code, cursor, cline, windsurf
metadata:
industry: hr-software
segment: applicant-tracking
function: talent-acquisition
value_driver: efficiency
complexity: medium
source_systems: greenhouse, ashby, workday, checkr
allowed-tools: Read, Write, Edit, WebFetch

Summary

This skill streamlines the reference check process by generating structured questionnaires, scheduling calls with references, documenting responses, and synthesizing findings into actionable hiring recommendations.

Inputs

Outputs

Workflow

1. Prepare Questions

Standard Questions:
1. How do you know [candidate]? What was your working relationship?
2. What were their primary responsibilities?
3. What are their greatest strengths?
4. What areas could they improve?
5. How did they handle [specific situation relevant to role]?
6. Would you rehire them? Why or why not?

Role-Specific Questions:
- Technical: Code quality, system design, debugging approach
- Leadership: Team management, conflict resolution, decision making
- Sales: Deal closing, relationship building, quota attainment

2. Contact References

Outreach Email:

Subject: Reference Request for [Candidate Name]

Dear [Reference Name],

[Candidate] has applied for a [Role] position at [Company] and provided
your name as a professional reference.

We'd appreciate 15 minutes of your time to discuss their qualifications.
Would any of these times work?

[Time slot 1]
[Time slot 2]
[Time slot 3]

If you prefer, you can complete a brief written questionnaire instead: [link]

Thank you for your time.

[Recruiter name]

3. Conduct Reference Call

Call Structure (15 min):
- 2 min: Introduction and context
- 3 min: Relationship and role verification
- 5 min: Core competency questions
- 3 min: Concerns and red flags
- 2 min: Final recommendation question

Probing Techniques:
- "Can you give me a specific example?"
- "How did that compare to others in similar roles?"
- "What happened as a result?"
- "If you could change one thing..."

4. Document Responses

{
  "reference_name": "Jane Smith",
  "relationship": "Direct manager, 2 years",
  "company": "Previous Corp",
  "date_checked": "2025-02-01",
  "responses": {
    "strengths": ["Technical depth", "Mentorship"],
    "growth_areas": ["Public speaking", "Delegation"],
    "specific_example": "Led migration project...",
    "would_rehire": true,
    "rehire_enthusiasm": "Absolutely, without hesitation"
  },
  "overall_sentiment": "strongly_positive"
}

5. Synthesize Findings

Competency Matrix:
| Competency | Ref 1 | Ref 2 | Ref 3 | Avg |
|------------|-------|-------|-------|-----|
| Technical Skills | 5 | 5 | 4 | 4.7 |
| Communication | 4 | 4 | 5 | 4.3 |
| Leadership | 3 | 4 | 4 | 3.7 |
| Reliability | 5 | 5 | 5 | 5.0 |

Red Flag Categories:
- 🔴 Critical: Integrity issues, termination for cause
- 🟡 Caution: Performance concerns, interpersonal issues
- 🟢 Minor: Developmental areas, normal growth needs

Reference Check Report

# Reference Check Report

**Candidate:** [Name]
**Position:** [Role]
**Date:** [Date]
**Checked by:** [Recruiter]

## Summary
[2-3 sentence executive summary]

## References Contacted

### Reference 1: Jane Smith
- **Relationship:** Direct manager (2019-2021)
- **Company:** Previous Corp
- **Key Feedback:** [Summary]
- **Sentiment:** ⭐⭐⭐⭐⭐ Strongly Positive

### Reference 2: Mike Johnson
[...]

## Competency Assessment

| Competency | Rating | Evidence |
|------------|--------|----------|
| Technical | 4.7/5 | "Strongest engineer on the team" |
| Leadership | 3.7/5 | "Growing into leadership role" |

## Themes

**Consistent Strengths:**
- [Strength 1]
- [Strength 2]

**Development Areas:**
- [Area 1]
- [Area 2]

## Red Flags
[None identified / List any concerns]

## Recommendation
☑️ **STRONG HIRE** - All references enthusiastic, no concerns raised

## Raw Notes
[Detailed call notes appended]

Example Usage

User: Run reference checks for David Kim, final candidate for Engineering Manager

Agent: I'll conduct reference checks for David Kim.

**References provided:**
1. Sarah Chen - Former director at TechCo
2. Mike Park - Peer engineer at TechCo
3. Lisa Wang - Direct report at TechCo

**Key competencies to verify:**
- Technical leadership
- People management
- Cross-functional collaboration
- Conflict resolution

**Outreach sent:** Feb 1, 2025

---

**Reference Check Complete**

## Summary
David receives strong endorsements from all three references. Former director
describes him as "top 10% of engineering managers I've worked with." Direct
report highlights his mentorship. One note: peer mentioned he can be
"too detail-oriented" in code reviews.

## Scores
- Technical Leadership: 4.8/5
- People Management: 4.5/5
- Collaboration: 4.3/5
- Conflict Resolution: 4.0/5

## Key Quotes
> "David turned around a struggling team in 6 months. Retention went from
> 40% to 90%." - Sarah Chen

> "Best manager I've had. He genuinely cared about my growth." - Lisa Wang

## Recommendation
✅ **STRONG HIRE**

No red flags. Consistent positive feedback across all references.
Minor development area (code review thoroughness) is actually a strength
for a management role.

Compliance Notes

• Only ask job-related questions
• Don't ask about protected characteristics
• Document consistently across all candidates
• Some states restrict what references can disclose
• Keep records per data retention policy

Integration Points

• Upstream: Final interview stage, candidate-screening
• Downstream: offer-letter-generator, hiring decision
• Background check: Pair with formal background check services (Checkr, Sterling)