References are one of the most valuable — and most misused — parts of an executive search. Done well, they are a source of real insight; done as a formality, they tell you nothing. Here is how they should work.
More than a formality
Too often, references are treated as a box to tick after a decision is made — a quick call to confirm dates and a positive impression. Used that way, they add nothing. Done well, references are a genuine source of insight: candid conversations that test what the assessment suggested and surface how a leader really operates.
What good referencing looks like
Strong referencing is structured and evidence-seeking. It speaks to people who have genuinely worked closely with the candidate — above, alongside, and below them — and asks specific, probing questions about how they led, delivered, and handled difficulty, not just whether they were good. The aim is a rounded, honest picture, including where the candidate is less strong.
Confidentiality matters
References for a senior candidate must be handled with real care. A candidate exploring a move confidentially cannot have their current employer contacted, and referees must be chosen and approached thoughtfully, at the right stage and with the candidate's agreement. A good firm manages this discreetly, protecting the candidate throughout.
How it fits the search
Referencing is part of a rigorous assessment, not a replacement for it — corroborating and deepening the evidence rather than standing alone. Combined with structured interviews and honest evaluation, it helps a client make a confident, well-informed decision about a hire that matters.
Making a senior hire?
We reference rigorously and discreetly, as part of a genuine assessment of every candidate.
Explore Executive Search →Frequently asked questions
What makes a good executive reference?
A candid, structured conversation with people who genuinely worked with the candidate — testing how they led and delivered, and surfacing where they are less strong — not a formality confirming a decision already made.
Are references done before or after an offer?
They are best done as part of assessment, before a final decision — corroborating and deepening the evidence — and always handled confidentially, with the candidate's agreement on who is approached and when.
Related: Leadership Assessment · The Executive Search Process · What Is Retained Executive Search?
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