7 universal questions plus role-specific ones — engineering, sales, product, design, ops. Each pairs with what you're actually learning beneath the surface question.
Per SHRM's reference-check guidance, the strongest reference loops are 20-30 minute calls with 6-8 prepared questions: start broad with relationship + role context, narrow to what stood out and where they struggled, and end with "would you hire them again — for what kind of role?" That last question is the single most useful moment in any reference check; vague non-commitment is itself the signal.
EEOC pre-employment inquiry guidance applies to reference checks: stay on job-related performance, avoid protected-class topics (age, religion, family status, disability), and document who said what when. Get the candidate's written consent before contacting references. AI screening captures performance signal directly; references add context about how someone operates (collaboration, growth response, conflict response) — the mix is stronger than either alone.
Pick a role for role-specific questions
Works for any role. Start here, then add role-specific ones below.
How do you know [Candidate] — what was your working relationship?
What you're learning:Establishes context. Their boss has a different read than a peer; a direct report has yet another.
What stood out about [Candidate]'s work?
What you're learning:Lets them lead with strengths. Listen for specifics vs generics — vague answers are a flag.
Where did [Candidate] struggle? Where did they need support?
What you're learning:Every strong candidate has growth edges. A reference who says 'nothing' is a flag of its own.
How did [Candidate] respond when they got hard feedback?
What you're learning:Single best predictor of how they'll perform under stress and how they'll grow in the next role.
Would you hire [Candidate] again, knowing what you know now? For what kind of role?
What you're learning:The crown jewel of any reference check. The 'for what kind of role' qualifier is the truth-tell.
What's the working environment where [Candidate] thrives best?
What you're learning:Cross-check against your team's actual environment. If they need a structured boss and yours is hands-off, big risk.
Is there anything I should be worried about going into this hire?
What you're learning:The open-ended catch-all. Often produces the most useful single fact in the whole call.