Set the frame
Tell the reference: "I already believe they're strong — I'm trying to understand how to set them up for success." That reframe unlocks the honest coaching notes you actually need.
Questions that surface signal
- What's the environment where they're at their best? At their worst?
- Tell me about a time they disagreed with you. How did it land?
- What kind of manager gets the most out of them?
- Where would you rank them among engineers you've worked with at that level?
- Would you hire them again — and for what role?
Backchannel references
Two of the three most useful references are usually not on the candidate's list. Ask trusted network contacts who worked with them, and be transparent with the candidate that you'll do so.
Common pitfalls
- — Asking closed questions the reference can only say yes to.
- — Weighting the on-list reference more than the backchannel — it's usually the reverse.
- — Skipping references for internal hires. Internal reputation is easier to check, not less important.