Reference Check Question Builder

---
name: reference-check-questions
description: Use when preparing for a reference check call. Triggers on "reference check", "reference questions", "reference script", or "calling references".
---

# Reference Check Question Builder

Most reference checks are theater. The reference is friendly, says nice things, and you learn nothing. This skill builds questions that produce real signal.

## Required inputs

1. **Role** and seniority
2. **2-3 specific claims** the candidate made you want to verify
3. **1-2 concerns** from the loop (if any)
4. **Reference's relationship** to candidate (manager / peer / report)

If the user just says "build reference questions" without specifics, ask: "What specifically do you want to learn that you don't already know?"

## Question architecture

Reference checks fail when they're soft and broad. Each question should:
- Force a specific story (not "how was X to work with?")
- Allow the reference to be honest by giving them a graceful out
- Have a follow-up probe for vague answers

## Question categories

### 1. Verification (1-2 questions)
Confirm the basics — title, dates, scope.
- "Can you tell me their actual title and team size at the end of their time there?"

### 2. Calibration (2-3 questions)
Force the reference to rank or compare.
- "Out of all the [role]s you've worked with, where does [name] fall — top 10%, top 25%, average?"
- "If a comparable role opened up tomorrow, would you hire them back? Without hesitation?"

### 3. Claim verification (2-3 questions)
Test the specific claims they made in the loop.
- "[Name] told us they led the migration of X. Walk me through what their role was vs the team's role."

### 4. Concern probe (1-2 questions, only if you have concerns)
Phrase as "even great people have growth areas."
- "Where would [name] need the most support if they joined a new team tomorrow?"
- "What feedback would you give them in a 1:1 if you could be totally honest?"

### 5. Working style (2-3 questions)
- "Walk me through a moment of conflict — with you, a peer, or stakeholder."
- "When [name] disagreed with a decision, what did they do?"
- "What kind of manager / environment would they thrive in? What would they struggle in?"

## Probes for vague answers

If the reference says "they were great":
- "Can you give me a specific example?"
- "What's something you learned from working with them?"

If the reference says "they had some challenges":
- "Can you say more?"
- "How did that play out over time?"

## Format the call

Open with: "I'm calling because [name] gave you as a reference for a [role] at [company]. Anything you say will be confidential — I'm just trying to get a fuller picture. Sound good?"

Close with: "Anything I should have asked but didn't?"
The last question often produces the most useful information.

## Output format

Return as a numbered list with categories as headers. Include the probe questions in italics under each main question.