Best Practices for Job Referrals

𝗪𝗵𝗲𝗻 𝗜 𝘄𝗮𝘀 𝗵𝗶𝗿𝗲𝗱 𝗮𝘁 𝗮 𝗙𝗼𝗿𝘁𝘂𝗻𝗲 500, 𝗜 𝗴𝗼𝘁 10-20 𝗿𝗲𝗳𝗲𝗿𝗿𝗮𝗹 𝗿𝗲𝗾𝘂𝗲𝘀𝘁𝘀 𝗽𝗲𝗿 𝗺𝗼𝗻𝘁𝗵 𝗯𝘂𝘁 𝗼𝗻𝗹𝘆 𝘀𝘂𝗯𝗺𝗶𝘁𝘁𝗲𝗱 1-2 As a former hiring manager and corporate worker, I've submitted countless referrals. I always want to help—after all, if I know someone's capable, I'd love them as a colleague. But here's a reality check: out of 10-20 referral requests I receive monthly, I typically only submit 1-2. Why? Time is limited, and the easier you make my job, the more likely I'll submit your referral.  Here's what works: 𝗣𝗮𝘆 𝗔𝘁𝘁𝗲𝗻𝘁𝗶𝗼𝗻 𝘁𝗼 𝗗𝗲𝘁𝗮𝗶𝗹𝘀 Include EVERYTHING your referrer needs: • Full name, phone, email, and LinkedIn URL • Job ID, job link, and desired location (especially when multiple positions exist) • Resume filename that includes: YourName_JobTitle_Location Example: "RubyYuen_SeniorProductManager_Seattle.pdf" When details are missing, I have to chase you for information—that's when referrals often fall through. 𝗪𝗿𝗶𝘁𝗲 𝘁𝗵𝗲 𝗥𝗲𝗳𝗲𝗿𝗿𝗮𝗹 𝗕𝗹𝘂𝗿𝗯 𝗙𝗢𝗥 𝗠𝗲 Every company requires a paragraph explaining why you deserve the referral. Make this ZERO work for your referrer by providing it pre-written. Structure your blurb like this: • How we know each other: "I met [Your Name] through the Trust & Safety Professional Network 3 years ago." • Why you're a good fit to the team: "[Your Name] has 5 years of Program Management experience in Trust & Safety at Company Z, launching moderation programs. They've handled 10,000+ daily transactions across marketplace and social platforms with a deep understanding of T&S operations." Write it in first person so I can copy-paste with minimal editing: "I recommend [Your Name] because they bring X years of experience in Y and demonstrated excellence in Z..." 𝗧𝗵𝗲 𝗕𝗼𝘁𝘁𝗼𝗺 𝗟𝗶𝗻𝗲: Make your referral request a 2-minute task for your referrer, not a 20-minute project.  The more work you create for them, the less likely they'll complete it. Remember: Your referrer wants to help you. Make it easy for them to say yes.

📢 𝗗𝗲𝗮𝗿 𝗚𝗿𝗮𝗱𝘀: 𝗬𝗼𝘂𝗿 𝗥𝗲𝗳𝗲𝗿𝗿𝗮𝗹 𝗥𝗲𝗾𝘂𝗲𝘀𝘁 𝗶𝘀 𝗠𝗶𝘀𝘀𝗶𝗻𝗴 𝗧𝗵𝗶𝘀 𝗢𝗻𝗲 𝗖𝗿𝘂𝗰𝗶𝗮𝗹 𝗦𝘁𝗲𝗽 We've all heard the cliche: "80% of success is showing up." Here's how that actually looks in the real world of referral requests: Since posting about Meta's new AI-assisted coding interviews, I've received hundreds of connection requests and DMs from talented graduating students. I'm genuinely rooting for all of you! However, over 90% of those messages followed the exact same format: 1️⃣ Hi [My Name] - Thanks for the interview insights.  2️⃣ I'm graduating soon/looking for a job in X field. 3️⃣ Could you refer me/match me with a role at Meta? 4️⃣ [My Resume] - some cases even missing that While I appreciate the volume, this approach puts the burden of job-matching, research, and resume review entirely on the referrer. That's a huge lift for someone who already has a full-time job. One candidate, however, sent a message that stood out immediately:  • They had already reviewed the Meta Careers page  • They specifically referenced 3 open roles (Role A, B, and C) they were a direct fit for  • They highlighted 1-2 specific projects/skills from their resume that aligned directly with the job description I prioritized their application immediately and submitted their referral the same day. The next time you reach out to a potential referrer or hiring manager, assume 100 other people are reaching out too. 💡 How to Position Yourself for a Referral: ✅ 𝗗𝗼 𝗬𝗼𝘂𝗿 𝗛𝗼𝗺𝗲𝘄𝗼𝗿𝗸 - Visit the company careers page and find at least two open roles that genuinely interest you ✅ 𝗕𝗲 𝗦𝗽𝗲𝗰𝗶𝗳𝗶𝗰 - Don't say "Software Engineer," say "E5 Software Engineer, Instagram Feed Ranking (REQ #1234567)" ✅ 𝗔𝗹𝗶𝗴𝗻 𝘁𝗵𝗲 𝗗𝗼𝘁𝘀 - Explicitly connect your skills to the JD. Example: "My capstone project on high-volume data streams directly aligns with the 'Data Pipeline' experience requested in Role A." ✅ 𝗠𝗮𝗸𝗲 𝗶𝘁 𝗘𝗮𝘀𝘆 - Provide a bulleted list of 1-3 roles with their unique ID/link, and your resume ready-to-go When you show you've invested the time to understand the openings, you demonstrate professionalism, motivation, and respect for the referrer's time. You turn a request into a collaboration. Know someone looking? Repost this and help them stand out. ♻️ #careers #jobsearch #networking #hiring #referrals #careeradvice

Having recently hired for 2 roles, I’ve been reminded just how much referrals change the game. When you cold apply, your resume goes into a queue. If you apply early, you might get reviewed, but once we have enough strong candidates in the pipeline, the chances of a later application getting looked at drop significantly. When you come in through a referral? It’s different: - Referrals get priority. Recruiters are usually required to review all referrals and are often expected to get to those within a specific timeframe.  - Referrals are incentivized. Most companies offer bonuses, often $1,000+ if a referred candidate gets hired.  - Referrers can advocate for you. They have a direct line to the recruiter and hiring manager, and sometimes, they can help you get feedback even if you don’t move forward. - Referrals reduce risk for the hiring team. They’re pre-vetted, which often speeds up the hiring process. The best kinds of referrals are people who know you well and can vouch for you, but any referral via your network will help you get your foot in the door. So, what can you do? 1. Check for connections before you apply. Look for 1st- or 2nd-degree connections on LinkedIn.   2. Ask for a referral even if it feels awkward. Most people genuinely want to help and there’s often a bonus in it for them.   3. Make it easy for the referrer. Share your resume and a short blurb they can use when they’re asked, “Why should we consider this person?” 4. Ask before you apply. Many companies don’t allow someone to refer you if your application is already in their system. Does this mean cold applying never works? No, but in a competitive market with high volume, a referral can dramatically increase your odds of moving forward. This is part of my Hiring Manager POV series focused on real-time insights while I’m hiring and helping clients navigate the job market. Job seekers, what’s worked best for you? Are referrals working for you? Share in the comments. 

Why I Write Referrals the Way I Do I'm often asked to write referrals or contact hiring managers, at Microsoft and elsewhere, and I am very deliberate about how I write the referrals. My referrals aren't the most polished, but they frequently get responses. Why? The short answer: I try to eliminate friction and make the “yes” easy. When I refer someone, I assume the recipient is busy. So I front-load everything: 1. The candidate has already applied 2. The exact role title and role number are included 3. I’ve submitted the referral in the system 4. The resume is attached 5. A concise summary of why they’re a strong fit for that specific role 6. A clear ask (usually a hiring manager screen) Why do I think this is important? Because every additional back-and-forth reduces the odds of momentum. Even well-intentioned people lose the thread after one or two messages. If the response is “Have them apply” or “Send the resume,” you’ve already added another step — and another chance for communication to trail off. I want to remove all canned responses and make the next step obvious. This applies whether you’re writing a referral or advocating for yourself. A few additional thoughts: Have an ask. “Informationals” rarely work anymore unless they are truly informational. If your goal is to be considered for a role, say so — professionally. Clarity beats ambiguity. Make it easy to say yes. Don’t make someone look up the job, ask for materials, or figure out what you want. Give them everything. Be specific about fit. Generic praise doesn’t generally move hiring managers. Tie experience directly to the role. Show real enthusiasm. It’s hard to ignore someone who clearly wants to be there. Occasionally I suggest something bolder: proposing a specific date and time to meet. It’s not always received well. But in my experience, it sometimes accelerates clarity. If someone is turned off by that level of directness, I find it's likely they weren’t going to engage anyway. And if they were on the fence, it can prompt action. At the end of the day, strong referrals reduce work for the decision-maker and increase clarity around the ask. If you don’t get a response to that kind of message, you likely weren’t going to get one regardless. Remove friction. Create clarity. Make the next step easy.

Over the last year, I've gotten referrals from Amazon, Google, Apple, and more. Not because I had the perfect template. But because I started treating people like people and not just a connection request. So here's my actual process: 𝟭. 𝗜 𝗶𝗻𝘁𝗲𝗿𝗮𝗰𝘁 𝗳𝗶𝗿𝘀𝘁 Think about meeting someone at a conference. Would you walk up and say, "Hi, refer me to Job ID 12345"? Nahi, right? You’d say hello. Ask about their work. Build rapport. Then, naturally, mention what you're looking for. LinkedIn works the exact same way. I comment on their posts. I respond to something they shared. 𝟮. 𝗜 𝗰𝗼𝗻𝗻𝗲𝗰𝘁 𝗮𝗳𝘁𝗲𝗿 𝘁𝗵𝗲𝘆’𝘃𝗲 𝘀𝗲𝗲𝗻 𝗺𝘆 𝗻𝗮𝗺𝗲 A familiar name has a 10x better acceptance rate than a cold one. People help people they know. 𝟯. 𝗜 𝗱𝗼𝗻'𝘁 𝗮𝘀𝗸 𝗳𝗼𝗿 𝗮 𝗳𝗮𝘃𝗼𝘂𝗿 𝗶𝗻 𝘁𝗵𝗲 𝗳𝗶𝗿𝘀𝘁 𝗺𝗲𝘀𝘀𝗮𝗴𝗲 I keep it simple and without any agenda: "Hi [name], I see we're both in [field]. Would love to connect and learn from your journey at [company]." That's it. No job link. No favour. 𝟰. 𝗜 𝘁𝗿𝘆 𝘁𝗼 𝗸𝗻𝗼𝘄 𝘁𝗵𝗲𝗺 𝗮𝘀 𝗽𝗲𝗼𝗽𝗹𝗲 Once they accept, I don't jump straight to “refer me.” I start with curiosity about their career path. I ask something real:  → "How did you make the transition from [previous company or role] to [current company]?"  → "How's the [team or product] culture at [company]? Does it live up to the hype?" Then, after they respond (and most people love talking about their journey), I transition: "That’s really helpful to hear. And honestly, that alone isn't why I'm reaching out." 𝟱. 𝗢𝗻𝗹𝘆 𝗮𝗳𝘁𝗲𝗿 𝗯𝘂𝗶𝗹𝗱𝗶𝗻𝗴 𝗮 𝗯𝗶𝘁 𝗼𝗳 𝗴𝗲𝗻𝘂𝗶𝗻𝗲 𝗰𝗼𝗻𝗻𝗲𝗰𝘁𝗶𝗼𝗻 𝗱𝗼 𝗜 𝗮𝘀𝗸 𝗳𝗼𝗿 𝗮 𝗿𝗲𝗳𝗲𝗿𝗿𝗮𝗹. The Template "I've been actively exploring [role type] roles and came across an opening at [company] that aligns really well with my background. Given your experience there, I'd love your perspective on whether this could be a fit, and if it makes sense, I'd really appreciate a referral. Quick snapshot:  • [X years in ___]  • Core skills: [your strengths]  • Recent project: [one relevant highlight]  • Job link and ID: [URL]  • Resume attached for reference. Totally understand if the timing doesn't work or if it's not the right match. Either way, thanks for the insights on your journey and for reading my message. It’s been super helpful. Best, [name]" This works because it's short, personalised and allows people to say NO. If you're job hunting in 2025, try this approach. Add the human touch back. Track what works. Tweak it to your style. And if this helps you land an interview, come back and tell me. I'd love to hear it.

I've referred people who got hired. I've also quietly ignored a lot of referral requests. There was one major difference between them: The resume. Everyone talks about how to get a referral. Almost nobody thinks about what a referral costs the person giving it. When I refer you, I'm spending my reputation with my own colleagues. So like every insider, I only say yes when it feels like a safe bet. The requests I ignored all looked the same. A stranger, a resume, and "can you refer me?" in the first message. That's asking me to vouch for someone I can't vouch for. The people I referred did something different. They asked about my work before they asked for anything. They knew what my team was struggling with. By the time a role opened, referring them felt easy, because I actually knew them. The data backs this up. Aakash Gupta just surveyed 100 people who landed jobs in this market: 49 got in through referrals. Inbound from recruiters got 28. A tailored resume plus a custom work product got 12. Cold applications got 11. The channel everyone spends 90% of their time on produced the fewest hires. And senior roles rarely get posted at all, so insiders hear about them weeks before any job board does. A referral is someone spending their reputation on you. Your whole job search is making that a safe bet. Here's the system that does it, in about 2 hours a week: Week 1: Build a target list of 30 companies where your background maps to a problem they actually have. Right jobs beat more jobs. Week 2: Reach out to 5 to 10 insiders per target. Ask about their work and their team's priorities. Never ask for a job in the first message. Expect 90% silence. The 10% who reply are all you need. Week 3: Turn conversations into advocates. Now you arrive with context and a recommendation instead of joining a pile of 500 resumes. Week 4: Make the specific ask. Advocates surface unposted roles and walk you in. One referral opens ten closed doors. AI runs the busywork: scanning your 30 targets daily, tailoring a resume per role from your real experience, drafting outreach that references the actual person, and queueing follow-ups every morning. About 20 minutes a day instead of 3 hours. But follow up by hand. Automation sequences get ignored, and personalized follow-ups win most replies. This Thursday, July 23 at 9:00 AM PDT, Aakash Gupta, Prasad Reddy, and I are teaching the full system live in a free lightning lesson. Save your seat: https://lnkd.in/eKyJ--x7 Full program: www.landpmjob.com #ProductManagement #JobSearch #CareerAdvice

I recruit for Airbnb. Engineers ask me all the time: "Does a referral actually help?" Yes. But not the way most people think. Here's what actually happens when a referral lands in my inbox. First - I review the profile against the role criteria. A referral doesn't skip the evaluation. It skips the cold queue. Your profile still has to fit. If the experience isn't there, the referral doesn't change the outcome. It just means I look faster. Second - strong referrals get actioned quickly. Most teams have an SLA on referrals. We're no different. If the profile fits, we close the loop fast. This is the real advantage of a referral - not guaranteed entry, but speed. In a process where timing matters, that's significant. Third - when a referral doesn't fit, I ask the referrer why they sent it. The answer is almost always the same: misaligned expectations. The referrer didn't fully understand the role requirements. Or they assumed their vouching would carry more weight than the criteria. It rarely does. So if you're planning to ask someone for a referral, or someone's offering you one...do this first: - Share the job description with them. - Ask them to be honest about whether your profile actually matches. - A referral from someone who genuinely believes you're right for the role carries weight. - A referral sent out of goodwill but without fit carries almost none. The referral opens a door. You still have to walk through it. Joshua Talreja Views are my own and don't represent my employer. #hiring #jobs #careers #jobsearch #india

Are you doing what matters the most FIRST? Most of the conversations I’ve been having lately aren’t about doing more in a job search. Instead, they are about sharpening what actually matters FIRST. I was catching up with one of my earliest clients from 7 years ago. Since then, they’ve built a strong portfolio of consulting work, expanded their experience, and have a lot more to bring to the market. They’re doing many of the right things. Having conversations. Reaching out. Asking for referrals. But we came back to two fundamentals that tend to drift over time: --First, getting crystal clear on your unique value proposition. Not a general summary or a list of roles. Rather, a clear articulation of how you help a business move the needle, grounded in what you’ve actually done. --Second, being precise in how you engage your network. WHY? Because your network cannot help you if you are not clear. Full stop. At the senior and executive level, lack of clarity doesn’t just slow things down. It delays outcomes in a very real way. And I have talked with people firsthand who carry deep shame when they can’t break through with people who have worked with them and already know what they can do. If you’re asking for referrals, tighten the ask: • Be specific about the types of companies you are targeting. Industry, size, business model, or transformation stage. Give people something concrete to react to. • Anchor your ask in value. Instead of “I’m exploring roles,” connect your background to a business problem. “I’ve been leading X and Y, and I’m looking to apply that in companies navigating Z.” ⬆️ ⬆️ ⬆️ ⬆️ ⬆️ ⬆️ ⬆️ ⬆️ ⬆️ ⬆️ If you leave THIS to chance, they WILL NOT guess. • Ask for direction, not just introductions. “Who would you speak to if you were in my position?” often leads to better outcomes than a generic referral request. • Make it easy to act. Name the function, level, or type of leader you want to meet. The clearer you are, the more likely someone is to connect the dots quickly. • Close the loop. When someone helps, follow up with what happened. This builds momentum and keeps people engaged in your search. You must be clear about your UVP from the outset, as it is the foundation upon which you are building the rest of your job search strategy. I have seen this time and again. If you skip that order, you end up having a lot of activity that doesn’t translate into traction. If you want a deeper look at the frameworks behind this, I’m happy to share the intro to my book, Qualified Isn't Enough. Send me a DM. 📩 The people who accelerate understand all these moving parts and execute accordingly. #careers #jobs #CareerVelocity Recommended Reading: ⭐ Your Elevator Pitch Might Be Costing You Job Opportunities ⭐ Forbes Coaches Council https://lnkd.in/gsn-jC8N

Want more referrals? Stop asking for a job. Start asking for this instead. 👇 The Problem: Most people approach company outreach all wrong. They hunt down the hiring manager, send a cold message, and immediately ask if there are any open roles. The result? Ghosted. 👻 Why? Because it places an immediate burden on the other person. They don't know you, and they don't have time to vet you. 💡 The Solution: Shift from asking for a job to asking for advice. People love to give advice. It's flattering. It’s low-pressure. And it’s the fastest way to build a real human connection. Here is the exact formula I use to turn a cold outreach into a warm referral opportunity: 1️⃣ Target Your "Future Peers." Don't just aim for leadership. Connect with people already doing the job you want or the level above it. They are less guarded and can give you the real scoop on the team culture. Titles to target: If you want to be a Senior Manager, target current Senior Managers or Directors. 2️⃣ The "Advice over Job" Outreach. Initiate the conversation with curiosity, not a request. Try this: “I’ve been following [Company’s] work in [specific area], and as someone leading similar initiatives, I’d love to ask 1 or 2 questions about how your team approaches [specific challenge].” 3️⃣ Use the "Closing Trial Statement" for the Referral. Once you've established great rapport and the conversation is winding down, make the referral their idea. The Magic Script: “This has been incredibly helpful. Based on what you’ve shared about the team’s goals, I’m even more confident that my background in [Result A] and [Result B] would be a strong fit. If I find a specific opening that aligns with this, would you be open to me sending my resume your way to ensure it reaches the right desk?” Because you’ve built a connection and trust, most people will say yes. This is how you turn a simple informational chat into a genuine opportunity. ➡️ Have you tried the "advice first" approach in your networking? Let me know what worked (or what didn't!) in the comments.

If someone in your network got laid off, "let me know if there's anything I can do" is the least helpful thing you can say. 1. Give referrals, not sympathy Submit their name directly to recruiters or hiring managers. Don't wait to be asked. One referral is worth 100 applications. 2. Write LinkedIn recommendations NOW Not when they ask. A fresh, specific recommendation from a former colleague carries weight. Focus on results: "Sarah reduced deployment time by 60%" beats "Sarah was great to work with." 3. Review their resume (without being asked) Most people are terrible at writing about themselves. Offer to review their resume and LinkedIn. Be specific about what's working and what isn't. 4. Make introductions You know someone who knows someone. Two degrees of separation is close enough. "Hey [Friend], [Person] just got laid off from [Company]. They're great at [Thing]. Can I intro you two?" 5. Share your company's job postings Even if they're not a fit, resharing means they see opportunities they might have missed. Tag them directly if it's relevant. 6. Be their sounding board Job hunting is emotionally exhausting. Sometimes people just need to vent about the process. Listen without trying to fix everything. 7. Offer specific skills help "I can help with interview prep" is more useful than "let me know if you need anything." If you've hired people, do practice interviews. If you're good at negotiation, help them think through offers. The best time to help someone is before they have to ask. What else would you add to this list? #layoffs #careers #networking #jobsearch #techcareers