While you can expect candidates to share a list of references, you can also expect that those people have been prepped and will have consistently positive things to say about your candidate. It’s worth discussing holes in this list however - are their last few bosses on the list? What about peers and direct reports? If any are missing, ask them what those people are likely to say about them. 

Backchannel, off-list references are usually far more telling. Utilize your network to get in touch with 4-6 former coworkers or board members (or customers, for revenue roles), and try to get as complete a picture of what they’re like to work with as possible. Don’t call anyone who currently works with them! 

Sample Questions: 

● Can you describe your professional relationship and history with CANDIDATE? 

● What do you see as CANDIDATE’S biggest strengths? 

● What would you say was CANDIDATE’S most memorable accomplishment from the time you worked together? 

● Where do you think CANDIDATE could improve in their career or what do you think they found most challenging with their role? 

● What type of work environment do you think CANDIDATE is likely to thrive in? 

● As far as you know, would other coworkers at FORMER COMPANY share your opinions about CANDIDATE? 

● How would CANDIDATE’S former team describe them and do you think they would be likely to work for CANDIDATE again? 

● If we hired CANDIDATE as ROLE, what do you think we should know in order to make them and the company as successful as possible? 

● Are there functions or projects that you would not recommend CANDIDATE having responsibility for? 

● Are there any red flags in CANDIDATE’S background that you’re aware of? If you can’t share details, would they preclude you from hiring them to work with you? 

● Is there anything I’m missing or that you would like to add?