The Role of Referrals in Hiring

I asked 443 people who landed a job in the last 6 months how they did it - and because I'm relentless, I DM’d several of them for the details 👀 Here’s what they said: - 39% got hired through a job application only - 38% landed their role through a referral or someone in their network - 11% were reached out to directly - 12% marked “other” and DM'd me (saving these gems for another post!) For this post, I wanna talk about referrals. Because every time I bring them up, I get feedback from people who swear that referrals don’t make a lick of difference in their application. But the data says otherwise!! Referrals are JUST as effective as job applications. So why do so many people think they don’t work? My guess - it comes down to how people think about networking, and who they are networking with. Many assume networking = cold DM’ing your LinkedIn connections that work at your target company, and asking them to essentially tag you in the company’s ATS as a “referral”. This might work… sometimes… if you’re lucky. But for all the people that landed jobs and shared their stories, this was what actually worked: 💡 It’s not just about knowing someone at the company - it’s about knowing someone with hiring influence. - A hiring manager referred a rejected candidate to a colleague at another company - and they got hired. - A former supervisor vouched for someone internally, even when no job was posted. - Someone got passed over at first, but their referrer kept advocating for them - so when the first-choice hire didn't work out, they got the offer. 💡 Most referrals didn’t come from cold outreach - they came from past colleagues, former bosses, or professional acquaintances. - Someone caught up with an old coworker and learned about an unposted job. - Another had a standing check-in with a former boss, who later hired them at a new company. - One person told their manager they wanted to leave, and instead of quitting, the company created a role just to keep them. 💡 Cold outreach worked - but only when it wasn’t just about asking for a referral. - Someone cold-called companies just to ask what they look for in an employee. The CEO liked their initiative and invited them for an interview. - Another reached out on LinkedIn not for a referral, but to learn about someone's career path. That conversation led to a job. 💡 Some of the best networking didn’t even feel like networking. - A job seeker met a company director at trivia night, followed up, and got an interview. - Another ran into someone at the gym, and that casual chat led to a job. - A plus-one at a work event struck up a conversation - months later, they got hired at the company. So, the TLDR: Networking is effective when approached with the goal of building meaningful relationships, with people in positions of hiring influence, so that you are top of mind when the right opportunities come up. Have a story to share about networking efforts that lead to new opportunities? Let's hear it!

We know the best way to get hired is through a referral. But most feel awkward asking for one Especially when the other person didn’t initiate it. One of my clients was in this exact spot. He was gunning for the Chief Revenue Officer role internally but they hired someone else. The new CRO came in and cleaned house. My client had to lay off his entire team and stick around to help close things down knowing his own role was next. He started applying for Senior and Director-level jobs (all he could find on job boards) just to stay in the game. And when he heard nothing back, he called me. We regrouped, reset, and got strategic: ✅ Created a target company list ✅ Reached out to agency recruiters, friends, and former colleagues ✅ Started networking with intention, not just sending résumés into the void 𝐇𝐞𝐫𝐞’𝐬 𝐰𝐡𝐚𝐭 𝐰𝐨𝐫𝐤𝐞𝐝: – He applied through a referral link from someone he hadn’t worked with in 10 years. – Then, he identified the hiring leader and found two mutual contacts who personally vouched for him via text and call. That was the game-changer. He went from technically unemployed to back at work in just two days. 𝐀𝐧𝐝 𝐢𝐟 𝐲𝐨𝐮’𝐫𝐞 𝐬𝐭𝐢𝐥𝐥 𝐟𝐞𝐞𝐥𝐢𝐧𝐠 𝐥𝐢𝐤𝐞 𝐚𝐬𝐤𝐢𝐧𝐠 𝐟𝐨𝐫 𝐚 𝐫𝐞𝐟𝐞𝐫𝐫𝐚𝐥 𝐢𝐬 “𝐭𝐨𝐨 𝐦𝐮𝐜𝐡” Companies pay employees to refer top talent. It’s expected. Here are just a few examples: 💸 Google – Generous cash bonuses 💸 Intel – Double bonuses for diverse referrals 💸 DigitalOcean – $3,500 cash + $1,500 to charity 💸 Salesforce – Instant referral event rewards 💸 CVS Health – Bonuses tied to inclusive hiring 💸 Kirkland & Ellis – Up to $50K for associate referrals 💸 Apple – Apple Watches 💸 Nike – Custom sneakers & gift cards 💸 Marriott – $1,000 gift cards 💸 Target – $500 gift cards 💸 American Airlines – $3,000 travel gift cards 👉 Companies WANT their employees to refer great people. It's a top business strategy. Referrals open doors that résumés alone never will (& I'm a resume writer saying that!) If you’re not activating your network, you’re missing out. P.S. Hear Hannah Morgan's take on mass applying.

One of the most common questions I hear from job seekers is, "How do I stand out in the application process?" 🤔 And, I get it. In a world where 'Easy Apply' is used by everybody and their brother, resumes and cover letters are looking one and the same, and positions are highly competitive, it's important to set yourself apart from other applicants. Most of the time, I see job seekers wanting to set themselves apart in their application materials. But, truthfully, I don't think this is the way to go (at least, not fully) 😶 Especially not when... ➡ Employee referrals are 4x more likely to be hired ➡ Roughly 80% of job openings are NEVER advertised ➡ Nearly 80% of jobs are filled through networking efforts Yes, your resume, cover letter, and LinkedIn profile are important. These materials need to highlight your skills, achievements, personal brand, and character. But, people = jobs 💼 If you want to approach your job search proactively and with the right mindset, you might want to... ✅ Identify alumni, current employees, and hiring managers to network with. Get industry advice on your career materials, information about application processes, and referrals if the opportunity is a good fit. ✅ Spend less time on volume of applications and more time on quality of applications. Every application you submit should have a person 'attached' to it in some way (you know someone on the hiring team, you met a future colleague at a networking event, etc.). ✅ Prepare samples of your work to share. Showing an example of your work and skillset in an interview, networking call, or cold outreach message goes a long way. Whether that means pulling up your LinkedIn profile to show some of your Featured items or toggling over to your GitHub, examples demonstrate more than words! I share more insights on the hashtag #JobSearch in my recent TikTok 💼 Check it out below! https://lnkd.in/ggfQytUV

Applying online is only part of the process. But if that’s your whole strategy, you’re going to stay invisible. Referrals aren’t luck. They’re strategy. Here’s how I coach clients to actually earn them. 1️⃣ Start with clarity. People can’t refer you if they don’t know what you’re looking for. Be specific about the role, level, industry, and type of company. 2️⃣ Make it easy to help. Instead of saying “Let me know if you hear of anything,” try: “I’m targeting senior product manager roles at SaaS companies. If you know anyone hiring or open to a chat, I’d be grateful for a connection.” 3️⃣ Build the bridge before you need it. Engage with people’s content. Show up consistently. Offer value first. Then, when you reach out, it feels natural, not transactional. Remember: A referral doesn’t guarantee you the job. But it can get your resume seen. And that’s the part most people never get past. Referrals aren’t cheating the system. They’re how the system actually works.

“Referrals don’t work.” My client said this in frustration after they felt like nothing was moving. I reminded them of Henry Ford’s words: “𝘞𝘩𝘦𝘵𝘩𝘦𝘳 𝘺𝘰𝘶 𝘵𝘩𝘪𝘯𝘬 𝘺𝘰𝘶 𝘤𝘢𝘯 𝘰𝘳 𝘤𝘢𝘯’𝘵, 𝘺𝘰𝘶’𝘳𝘦 𝘳𝘪𝘨𝘩𝘵.” When we looked at the data they had: 15 practitioner referrals  → led to 0 interviews But they forgot they also had: - 1 referral from a friend → Resulted in an 𝗘𝗾𝘂𝗶𝘁𝘆 𝗢𝗳𝗳𝗲𝗿 - 2 CEO referrals → Led to 𝟮 𝗶𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄𝘀 - 4 recruiter referrals → Led to 𝟰 𝗶𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄𝘀 Yes, you might have received 15 referrals from data practitioners that haven’t yet converted. But, think back. What about the referral from a friend for a startup opportunity? Or a recruiter who connected you with three additional recruiters, resulting in three interviews in one week? Or the CEO outreach that led to valuable referrals? Or the recruiter who had placed you in the past, who just provided another referral that resulted in an interview? It’s not that referrals don’t work. It’s that some types of referrals drive more ROI than others. And many job seekers haven’t learned how to make them work, strategically There’s a clear pattern of success when approached strategically. Focus on ROI Not all referral sources are created equal. Some yield higher returns 𝗔𝗰𝘁𝗶𝗼𝗻 𝗣𝗹𝗮𝗻:  1) Start at the top: CEOs, C-level executives, Directors, and VPs  → These people have hiring power and influence 2) Next Steps: Hiring Managers and Recruiters  → They can open doors and give insider info 3) Then: Practitioners  → Good for context, but lower conversion power So if you’ve been messaging 30 practitioners and wondering why it’s not working… It’s not you. It’s the targeting. The next time you say, “Referrals don’t work”, Take a step back. Check your referral mix. Track your actual results. And challenge whether your statement is 𝟭𝟬𝟬% 𝘁𝗿𝘂𝗲 or just a reaction to discouragement. You don’t have to guess your way to success. Use the system.  Use the data. Make it work. Let’s get you back in control. 💪 You’ve got this. ➕Follow me, Jaret André for more daily data job search tips.

One of the first engineers I hired found me on LinkedIn. Here’s what he did right: 1. He messaged me three times, each time including his resume, a short bio, and a link to the job posting he was interested in. 2. He wasn’t annoying or pushy, but consistent. He waited about a month between each interaction and made sure to be understanding that I likely wasn’t ignoring him, I just hadn’t seen his emails yet. 3. He knew he was asking me for something and he acknowledged that. It wasn’t a given that I would help him, but a request for help that was greatly appreciated. 4. He did his homework. His email to me was basically what a cover letter should be. He explained in plain language what he wanted and why he’d be a good fit. He looked into the role and made sure I probably knew people in that department. It made it so easy for me to look at his resume and the JD and put my reputation on the line for him. And you know what? He’s been one of the best engineers I’ve ever hired. He has shown up with the same consistency and ability to clearly communicate every day for the last 4 years. Spamming your resume to every data person on LinkedIn will never work. In fact, the short “here’s my resume can you get me a job” email is so off-putting I’ve blocked people who do it more than once. Asking for a referral is basically asking someone to align their reputation with you, so don’t do it without consideration and acknowledgement. And finally, just because X company is hiring doesn’t mean that every employee knows every hiring manager everywhere. Do your homework.

I've hired hundreds of people in my career, and interviewed over a thousand individuals. These three things have stood out the most in the process over the last eighteen years. ✅ Referrals Anyone who came via the referral channel got a special opportunity to stand out. If the referral came directly to me, from a trusted source, I was absolutely going to give that person an opportunity to prove to me why they weren't a fit. If you're currently seeking a new job, this channel will 10x your opportunity to get hired, I promise you. ✅ Secret Shoppers Most of my hires have been in and around the sales department, and anyone who has taken the time to secret shop perks up my ears. Imagine a candidate who has detailed information on my sales funnel, how they were treated as a customer, their ideas for improvement, and more. It shows me that you were willing to take the time to stand out, and it gives me a sense of how you think as a potential hire. ✅ Be Different Candidates who wrote long form narratives on their observations during the interview, and what they would do as a hire. Candidates who used video instead of email in their follow-ups. Candidates who did a competitive analysis on our competition. Candidates who were willing to be different than others in the hiring process always got a second look, assuming their actions fit and were aligned with the role. If you're currently interviewing, don't be like the other 999 people in the resume pile, be different. If you're seeking a new role, hang in there. It's never a fun or easy process, but I promise you these tips will help you to get noticed to at least give yourself an opportunity to show off your skills during the interview process.

Here’s a truth that might help someone today: Most messages asking for a referral or job lead don’t work, not because people don’t care, but because the approach rarely moves the needle. Every week, I get dozens of messages like: "Can you refer me for this role?" "Do you know the hiring manager?" "Do you have a job for me?" I always respond with empathy. Always. But based on real hiring data and thousands of conversations, I can say this clearly: If you’re reaching out cold, without an existing relationship, asking for a referral or intro, the odds of it helping are close to zero, even if someone agrees. Referrals aren’t all the same. There are cold referrals (from someone who barely knows you). These carry little weight. Then there are hot referrals, from someone who’s worked with you or knows you well. These can make a real difference. I only offer referrals or connections when significant trust, built over years of knowing each other, is there. Not because I’m unwilling, but because I know what actually helps. I won’t take performative actions that don’t serve the person asking. Hiring teams don’t act on surface-level connections. If a job gets 1,000 applications, dozens will come with referrals, often just a button click. What stands out is when someone on the team vouches for you in conversation, or better yet, when the team already knows you. What does work: Building relationships over time Being known to multiple people on a team Establishing mutual trust before applying And what I really want to say: If you’ve sent these kinds of messages, don’t feel bad. You’re trying, and I respect that. If you're feeling desperate, I empathize. We have all been there - I've done it too in the past. But if it hasn’t been working, this might be why. There’s simply no shortcut to meaningful connection. Even if it feels like progress, real traction comes from the long, hard path.

Another sign of how tough the job market is right now? So many people I know won’t even apply to jobs unless they have an internal reference or someone to make an intro for them. Jobs they’re not only qualified for—but genuinely excited about. 😖 And they’re not wrong, either. As I’ve been searching for my next full-time role, I’ve found myself doing the exact same thing. I’ll see an interesting job, and if I don’t know someone who works there, the first thing I do is check LinkedIn to see if I’m connected to anyone who can refer me to someone who does. If I can’t make the connection, I move on. I don’t even apply—to roles I’d crush. 😕 It’s not because I’m a quitter. It’s because when there are 1,500 applicants for VP or C-level roles, it feels almost impossible to stand out. And that’s incredibly depressing because it means: 1️⃣ Job seekers are too discouraged to even apply to roles they’d thrive in. 2️⃣ Companies are missing out on incredible talent because people feel like their resumes will disappear into a black hole. Lose-lose. 🫠 What can job seekers do in this reality when they find a job they’re a great fit for but don’t have a connection—besides skipping over opportunities they’d typically pursue? If you’re like me, you double down and reach out to *every corner* of your network: ➡️ Leverage 2nd-degree connections. Find someone in your network who can introduce you to an employee at the company. Many companies offer great incentives for referrals, so even folks who don’t know you personally may be happy to refer you. ➡️ Use LinkedIn’s “People” search feature. Identify employees at the company and send personalized connection requests. Mention the role you’re excited about, and ask if they’d be open to a quick chat about their experience there. Genuine curiosity can go a long way. ➡️ Reach out directly to the hiring manager. Send a note explaining why you’d be a great fit and what excites you about the role. As someone who’s hired for many positions, I can tell you that a thoughtful, personality-filled message that’s relevant to the role will absolutely stand out. 💡 The crappy reality is that in today’s market, your network really is everything—no matter how amazing you are at your job—so lean on it AND keep building it. (And while not the focus of this post, this also underscores the importance of building your personal brand—now more than ever.) Good luck out there, jobseekers. I feel your pain. This market is unlike anything else. 🫶

I often hear candidates say, “I tailored my resume. I had a referral. I didn’t even get an interview!” Referrals aren’t hitting like they used to. The strength of your referral depends on two key things: 1️⃣ Your relationship with the person referring you 2️⃣ Their relationship with the hiring manager Back when I was a baby recruiter, I flagged a candidate who had a referral. The hiring manager asked who the referral came from. When they didn’t recognize the name, they brushed it off. The opinion of a random employee, someone they had never met, who didn’t understand the role or the team’s needs, meant absolutely nothing to them. And yet, I constantly see candidates chasing this kind of referral. Sure, you could hop on Fishbowl or Blind, or cold message strangers until you find a Good Samaritan (or maybe a Gold Digger) willing to toss a referral your way. But those types of referrals usually carry very little weight. Does that mean you shouldn’t network? Not at all. It just means you will get farther by building relationships with people who are actually connected to the hiring team. Game changing referrals come from people who can speak about you in depth and who have the hiring manager’s ear. High impact referrals take time. Networking is about planting seeds, not just picking fruit.