Tailored to the shape of full-stack engineer work. Universal questions plus the 2 role-specific ones that surface the most useful signal for this hire.
Reference checks separate "reasonable on paper" from "would actually hire again" for a Full-stack Engineer candidate. Per SHRM's reference-check guidance, the highest-signal questions are behavioral (what they did) not opinionated (what the reference thinks). Ask universal questions about working relationship and stand-out moments, then add the 2 Full-stack Engineer-specific prompts below.
Three references is the modern standard: direct manager + peer + (if relevant) a direct report or cross-functional partner. EEOC guidance prohibits questions about protected categories (age, disability, religion, family status) — every question on this page is structured around job-relevant behavior and outcomes only. Each Full-stack Engineer question includes "what you're learning" beneath the surface ask so you read past polite generic answers.
Universal
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.
Full-stack Engineer specific
Which side of the stack — front or back — was [Candidate] genuinely stronger on?
What you're learning:Most 'full-stack' engineers are 70/30. Find out which way before you hire.
How did [Candidate] handle cross-stack debugging when the cause wasn't clear?
What you're learning:Full-stack work means owning ambiguity. References can confirm whether they thrived in it or struggled.
Raffi calls every Full-stack Engineer applicant and ranks them. You only reference-check the top 3 — the ones you're actually about to hire. $25 starter credit.