You can't cold-ask strangers for referrals—it almost never works. The people who get referred build a relationship first. Use the 3-week sequence: Week 1 (connect + engage), Week 2 (provide value), Week 3 (ask for the referral). Target people 2-3 levels above your target role who've been there 1-3 years. Scroll down for referral request email templates you can copy.
- What a job referral is and how employee referral programs work
- The importance and benefits of referrals (with actual hiring data)
- The 3-week relationship-to-referral sequence
- How to ask for a referral on LinkedIn and via email
- Referral request email templates and message examples you can copy
- How to follow up on a referral after you've asked
- Who to approach for a referral (and who to avoid)
Quick Answers
What is a job referral?
A job referral is when a current employee recommends you for an open position at their company. They submit your information through an internal system, flagging your application for recruiters. It's different from a reference—a referral gets you in the door; a reference vouches for you later.
How do I ask for a referral professionally?
Build a relationship first (2-3 weeks). Connect on LinkedIn, engage with their content, have a real conversation—then ask if they'd be comfortable referring you. Use language like 'Would you be open to...' and always give them an easy out.
How do I get a referral for a job when I don't know anyone?
Target employees 2-3 levels above your target role who've been there 1-3 years. Connect on LinkedIn with a personalized message, provide value or have a conversation, then make a soft referral ask. This takes 2-3 weeks but works.
How do I ask for a referral on LinkedIn?
Don't ask in the connection request. First connect, then engage with their content for a week. After that, send a short message asking if they'd be open to a referral. Keep it casual and give them an easy out. Move to email for the formal ask if possible.
What is the importance of referrals in job searching?
Referrals account for 30-50% of all hires despite being only 7% of applicants—a 5-7x advantage. Referred candidates are 4x more likely to get interviews and stay longer at companies. For job seekers, it's the highest-ROI activity.
Referrals are the closest thing to a cheat code in job searching.
But here's the problem: you don't know anyone at the company you want to work for.
Can you still get referred? Yes—if you understand the game.
What is a job referral?
Before diving into tactics, let's define what we're talking about.
A job referral (or employee referral) is when a current employee recommends a candidate for an open position at their company. The referrer submits the candidate's information through an internal system, often accompanied by a personal endorsement. This carries weight because the employee is vouching for the candidate's fit—staking their professional reputation on the recommendation.
What is a referral vs. a recommendation?
A referral means the employee submits your name into their company's hiring system. Your resume gets flagged, often fast-tracked to recruiters. Some companies require the referrer to know you personally; others just need them to submit your info.
A recommendation (or reference) is someone vouching for you after you've applied—usually during the interview process or background check phase.
For getting your foot in the door, you want a referral. That's what this guide focuses on.
Employee referral programs explained
Most companies have formal employee referral programs. Here's how they typically work:
- Employee submits candidate's resume + contact info through internal portal
- Candidate's application is flagged as 'referred' in the ATS
- Recruiter sees the referral source and often prioritizes review
- If candidate is hired, referring employee gets a bonus ($1,000-$10,000)
- Some programs require the referrer to have worked with the candidate
Internal referral vs. external referral
An internal referral is when a current employee refers someone from outside the company (what this guide covers).
Some companies also have internal mobility programs where employees can refer other employees for open roles—but that's a different process.
Why referrals matter: importance and benefits
Before we get into strategy, let's look at why referrals are worth the effort.
Let that sink in: referrals are only 7% of applicants but account for 30-50% of actual hires. That's a 5-7x advantage.
The importance of referrals for candidates
Referrals work because they solve the fundamental problem in hiring: signal vs. noise. Recruiters screen hundreds of resumes. Most look identical. A referral from a trusted employee cuts through that noise instantly.
When someone refers you, your resume moves from the pile to the shortlist. You skip the black hole of the ATS. The recruiter already has a reason to pay attention.
The benefits of referrals for employees
Why do employees refer candidates? According to Zippia, 35% refer to help friends—only 6% do it for the referral bonus. This matters because it tells you the game is relational, not transactional.
- Referral bonuses ($1,000-$5,000 at most companies)
- Helping their team hire someone they trust
- Building internal reputation as a talent connector
- Getting to work with people they actually like
Understanding what's in it for them helps you frame your ask.
Why cold-asking for referrals doesn't work
The most common mistake job seekers make is treating referrals like transactions:
"Hi [Name], I saw you work at [Company]. I'm interested in the [Role] and was wondering if you could refer me. Here's my resume!"
This message fails for a simple reason: referrals are reputation bets.
When a current employee recommends a candidate to their company's hiring team. The referral usually carries weight because the employee is implicitly vouching for the candidate's fit. Many companies pay referral bonuses of $1,000-$5,000, adding an incentive—but also raising the stakes for the referrer.
When someone refers you, they're saying: "I trust this person enough to stake my reputation on them."
Would you stake your reputation on a stranger who sent you a cold message? Neither would they.
"I get maybe 3-4 referral requests a month from people I've never talked to. I ignore all of them. It's not personal—I just can't vouch for someone I don't know. The ones I do refer? People I've had real conversations with. People who made an effort to connect first."
A referral isn't a favor you ask for. It's trust you earn. The timeline is weeks or months, not minutes.
How to approach someone for a referral: the 3-week sequence
Here's a realistic timeline for turning a cold contact into a warm referral. This is the relationship-to-referral sequence that actually works.
Week 1: Connect + engage (no ask yet)
Send a personalized connection request
Reference something specific about their work, background, or content. Don't mention the job or a referral. The goal is simply to connect.
Example: "Hi [Name], I noticed your post about [topic]—your point on [specific insight] really resonated. Would love to follow your work."
Engage with their content
If they post on LinkedIn, leave thoughtful comments. Like and share their work. Be visible, but not annoying. 1-2 meaningful interactions this week is enough.
Research the company
Use this time to learn about the team, the role, and the company's challenges. This prep will help you have a better conversation in Week 2.
This week, you're building familiarity. By the end of Week 1, they should recognize your name. That's the goal—nothing more.
Week 2: Provide value or have a real conversation
Send a valuable message
Share something useful with them—an article, a tool, an insight related to their work. Or ask a thoughtful question about their experience.
Example: "Hi [Name], I saw you're leading [initiative]. I came across this [resource] and thought of your work on [topic]. Hope it's useful!"
Or: "I've been thinking about [topic] and your perspective on [specific point] stuck with me. Curious how that's evolved in your work at [Company]."
If they respond: have a real conversation
Ask follow-up questions. Share your own relevant experience. The goal is genuine interaction—not steering toward a referral yet.
If they don't respond: don't push
Some people are busy. Some aren't active on LinkedIn. One non-response doesn't mean you failed—it means you need to try another person or wait.
By the end of Week 2, you've had at least one meaningful exchange. They know who you are and that you're thoughtful.
Week 3: How to ask for a referral
Now you can introduce the topic—but not with "Can you refer me?" Here's how to ask for a referral professionally.
Lead with appreciation and context
Reference your previous conversations. Show that you've been doing your homework about the company and the role.
Make a soft ask
Instead of "Can you refer me?" try:
- "I'm applying for [Role]. If you're comfortable, would you be open to putting in a referral? Totally understand if not."
- "I'm excited about this opportunity. Is there anything you'd want to know about me before deciding if a referral makes sense?"
- "Would you be comfortable connecting me with the hiring manager, or putting my name in the system?"
Hi [Name], Thanks again for the conversation about [topic]—it really helped shape my thinking about [Company]. I'm planning to apply for the [Role] on the [Team] team. I wanted to check: would you be comfortable putting in a referral for me? I'd really appreciate it, but no pressure if not. If you'd like, I'm happy to send over more details about my background so you know what you'd be vouching for. Thanks either way, [Your Name]
Always make it easy to say no. Phrases like "totally understand if not" and "no pressure" reduce the awkwardness. If they can't refer you, they're more likely to offer other help.
Referral request email templates
Here are copy-paste templates for asking for a referral. Each one uses the soft-ask approach—giving the person an easy way to say no while making the ask clear.
Template 1: Warm referral request (after conversation)
Use this after you've had at least one meaningful exchange with the person.
Subject: Quick question about [Role] at [Company] Hi [Name], Thanks again for chatting about [topic we discussed]. Your perspective on [specific point] really helped shape my thinking. I'm planning to apply for the [Role] on the [Team] team, and wanted to ask: would you be comfortable putting in a referral for me? I know it's a real ask—you'd be vouching for someone you've only talked to briefly. If you'd like, I'm happy to share more about my background so you know what you'd be putting your name behind. Totally understand if you'd rather not. Either way, I appreciate the conversations we've had. Best, [Your Name]
Template 2: Alumni connection referral request
Use this when you share a school, previous employer, or community with the person.
Subject: Fellow [School/Company] alum — referral question Hi [Name], I'm a fellow [School] alum / former [Company] employee, and I've been following your work at [Company] since we connected. I'm applying for the [Role] and think my background in [relevant experience] aligns well with what the team is doing. Would you be open to putting in a referral? I'd be happy to send over my resume and a quick summary of why I think I'm a fit—whatever makes it easier for you. No pressure if you're not comfortable. I know referrals are a real endorsement, and I wouldn't want to put you in an awkward position. Thanks either way, [Your Name]
Template 3: Cold-ish referral request (minimal prior interaction)
Use this only if you've had at least some interaction (liked their posts, exchanged a message or two) but haven't had a full conversation. This is riskier—expect lower response rates.
Subject: Would love your advice on applying to [Company] Hi [Name], I've been following your posts about [topic] and really appreciated your take on [specific insight]. It's one of the reasons [Company] is at the top of my list. I'm considering applying for the [Role], and I wanted to ask: would you be open to a quick chat about the team and the role? And if our conversation goes well, would you potentially be open to putting in a referral? I know that's a big ask from someone you don't know well. Totally understand if you'd rather not—I just figured it was worth asking directly. Thanks for considering, [Your Name]
When you ask for a referral, make it easy. Attach your resume, link to your LinkedIn, and briefly explain why you're a fit. The less work they have to do, the more likely they'll say yes.
How to ask for a referral on LinkedIn
LinkedIn is the most common platform for referral outreach. Here's how to ask for a referral on LinkedIn specifically.
Referral message examples for LinkedIn
Start with the connection request
Don't ask for a referral in the connection request itself. Use the request to establish contact, then message them after they accept.
Connection request example: "Hi [Name], I'm exploring opportunities in [industry/function] and noticed your work at [Company]. Would love to connect and follow your insights."
Engage before you ask
After they accept, like or comment on their posts. Wait at least a few days—ideally a week—before sending a referral-related message.
Send a LinkedIn message asking for the referral
Keep it short. LinkedIn messages get skimmed, not read carefully.
Hi [Name], Thanks for connecting. I've been following your posts about [topic]—really appreciated your take on [specific point]. Quick question: I'm applying for the [Role] at [Company] and wanted to ask if you'd be open to putting in a referral. I know it's a real ask, so totally understand if not. Happy to share my resume or hop on a quick call if that's helpful. Either way, appreciate you.
LinkedIn messages work well for first contact, but for the actual referral ask, email is often better. It feels more professional and gives you more room to explain your background. Ask for their email if the conversation goes well.
How to ask for a referral in an email
If you have their email (or they provide it), move the referral conversation there. Email allows for more context and feels less casual than LinkedIn DMs.
Subject: [Role] at [Company] — referral question Hi [Name], Thanks for the conversation on LinkedIn about [topic]. Really helpful to hear your perspective on [specific point]. I'm applying for the [Role] on the [Team] team. I've attached my resume and a brief summary of why I think I'm a fit. Would you be open to putting in a referral? I know it's a meaningful ask—you'd be vouching for someone you've only talked to briefly. Totally understand if you'd rather not. Either way, grateful for the connection. Best, [Your Name]
Who to ask for a referral
Not everyone at the company is equally likely to refer you. Here's who to focus on:
Search for shared connections first
Alumni networks (school, previous companies, industry groups) have much higher response rates than pure cold outreach. Start there.
Look for recent hires
People who joined 1-2 years ago remember the application process. They're often enthusiastic about their company and willing to help.
Find people who post content
Active LinkedIn users are more likely to respond to messages. Their content also gives you natural conversation starters.
What makes employees actually want to refer someone?
According to Zippia, 35% of employees refer to help their friends. Only 6% refer for the referral bonus. The motivation is relationship, not money.
This matters because it tells you what to optimize for:
- They feel like they know you (even briefly)
- You seem like someone who'd make them look good
- You made the process easy (sent resume, explained why you're a fit)
- You gave them an out ('totally understand if not')
- You've provided some value in the relationship (shared insights, asked thoughtful questions)
- You're a complete stranger asking for a favor
- They don't know enough about you to vouch for you
- Your ask was pushy or presumptuous
- They don't think you'd be a good fit (based on your messages)
- You haven't made it easy—no clear information about the role or your background
Referrals happen when someone feels confident saying: "I know this person, they seem solid, I'd work with them." Everything you do should build toward that confidence.
The message that works vs. the one that fails
Hi, I saw you work at [Company]. I'm interested in the [Role] and think I'd be a great fit. Could you refer me? Here's my LinkedIn. Thanks!
Hi [Name], Really appreciated our conversation about [topic]. It confirmed my interest in [Company]—especially how the team approaches [specific thing]. I'm planning to apply for the [Role]. If you're comfortable, would you be open to putting in a referral? I've attached my resume and am happy to share more context. Totally understand if you'd rather not—I know it's a real ask. Either way, grateful for the conversation. [Your Name]
How to follow up on a referral
You asked for the referral. They said yes. Now what?
If they haven't submitted yet
Wait 3-5 business days
Give them time. People are busy. Referrals can slip through the cracks even when someone intends to help.
Send a polite check-in
Don't be pushy, but do follow up.
Example: "Hi [Name], just wanted to follow up—were you able to submit the referral? No rush at all, just want to make sure I'm timing my application right."
Make it easy
If they're busy, offer to send everything they need: your resume, the job link, a one-paragraph summary of why you're a fit. The less friction, the more likely it happens.
If they submitted but you haven't heard from the company
Confirm the referral went through
Ask the referrer if they received any confirmation from HR or the ATS. Some systems send automatic acknowledgments.
Apply if you haven't already
A referral without an application is incomplete. Your name needs to be in both systems. Apply within 24-48 hours of the referral being submitted.
Follow up with the recruiter
If you have the recruiter's contact info, send a brief note: "Hi [Name], I recently applied for [Role] and was referred by [Referrer Name]. Wanted to introduce myself and express my interest."
A referral gets your resume seen—it doesn't skip the process. You still need to pass screens and interviews. But you've cleared the hardest hurdle: getting noticed.
What to do after you get referred
A referral isn't the end—it's the beginning. Here's what you owe the person who referred you:
Send a thank-you immediately
As soon as they submit the referral, thank them. This seems obvious, but many people forget.
Apply promptly
Don't let their referral sit in the system without an application. Apply within 24-48 hours so your name is in both places.
Keep them updated
Let them know when you get a recruiter screen, an interview, or a decision. They've invested in you—keep them in the loop.
Be prepared
When you get to interviews, you're not just representing yourself—you're representing the person who referred you. Do your homework and show up ready.
Thank them regardless of outcome
If you don't get the job, send a note thanking them anyway. The relationship matters more than any single application. They may refer you for something else later.
"The candidates I refer and then never hear from again? I don't refer for them twice. The ones who keep me updated, who thank me, who handle rejection gracefully? I'll go to bat for them as many times as it takes."
When NOT to ask for a referral
Skip the referral ask in these situations
- You've had zero meaningful interaction (not even one conversation)
- They seem too busy or unresponsive to engage
- They're too junior to have referral credibility
- They're brand new to the company (<6 months)
- You're not actually qualified for the role
If you're unqualified, a referral won't help—and you'll make the referrer look bad. Only ask for referrals to roles where you're genuinely a good fit.
The referral playbook
- 1Referrals account for 30-50% of hires (vs 7% of applicants)—the highest-ROI job search activity
- 2You can't cold-ask strangers for referrals—they won't vouch for someone they don't know
- 3Use the 3-week sequence: connect + engage, provide value, ask for the referral
- 4Target people 2-3 levels up who've been there 1-3 years
- 5Use soft language ('Would you be comfortable...') and give them an easy out
- 6Follow up politely if they haven't submitted after 3-5 days
- 7After getting referred: thank them, apply immediately, keep them updated on progress
While you're building referral relationships, Careery can handle the volume side—auto-applying to matching roles so you're not missing opportunities while networking.
Frequently Asked Questions
What is a referral?
A referral is when someone recommends you for a job, service, or opportunity. In job searching, an employee referral means a current employee submits your name through their company's internal hiring system, vouching for your fit. Referrals carry weight because the referrer is putting their reputation on the line.
What is a job referral and how does it work?
A job referral is when an employee recommends you for an open position at their company. They submit your info through an internal portal, your application gets flagged as 'referred,' and recruiters typically prioritize it. If you're hired, the referrer usually gets a bonus ($1K-$10K depending on the role).
What is an employee referral program?
An employee referral program is a formal system companies use to encourage employees to recommend candidates. Employees submit referrals through an internal portal, and if the candidate is hired, the referrer receives a bonus. Most tech companies, startups, and large corporations have these programs.
What is the importance of referrals in a job search?
Referrals are the highest-ROI job search activity. They account for 30-50% of all hires while being only 7% of applicants. Referred candidates are 4x more likely to get interviews and 45% more likely to stay 4+ years. If you're applying without referrals, you're playing on hard mode.
What are the benefits of referrals for both candidates and employees?
For candidates: faster interview access, higher response rates, better first impression. For employees: referral bonuses ($1K-$5K), the chance to work with people they trust, and internal reputation as a talent connector. Understanding these benefits helps you frame your ask.
How do I ask for a referral on LinkedIn?
Don't ask in the connection request. First, connect with a personalized message. Engage with their content for about a week. Then send a short message asking if they'd be open to a referral. Keep it casual, give them an easy out, and offer to share more about your background.
How do I ask for a referral in an email?
Start with appreciation for any prior interaction. Explain which role you're applying for and why you're interested. Ask softly: 'Would you be comfortable putting in a referral?' Attach your resume and give them an easy out. Keep it under 150 words.
How do you politely ask for a referral?
Use soft language: 'Would you be comfortable...' or 'Would you be open to...' Give them an easy out: 'Totally understand if not.' Provide context: share your resume and explain why you're a fit. Never demand or assume—treat it as a favor you're requesting, not something you're owed.
How do I get referrals when I don't know anyone?
Target employees at your target company through LinkedIn. Focus on people 2-3 levels above your target role who've been there 1-3 years. Connect, engage with their content, have a real conversation, then ask for a referral. The process takes 2-4 weeks but works.
How many people should I reach out to for referrals at one company?
Start with 2-3 people. Having multiple conversations increases your chances—and different people may have different levels of willingness. Just don't mass-message the entire team with identical notes; personalize each outreach.
What if someone says no to referring me?
Thank them for being honest. Ask if they'd be comfortable connecting you with someone else, or if they have any advice for your application. A 'no' to a referral isn't a 'no' to helping you in other ways.
Can I ask for a referral on the first message?
Generally, no. A referral is a reputation bet—people need to know you before they vouch for you. The exception: if you have a strong mutual connection who made an introduction specifically for this purpose.
How long does the referral process take?
The relationship-building takes 2-4 weeks. Once someone submits a referral, it's typically processed quickly—within days. The referral should boost your resume to the top of the queue.
Should I apply before or after getting the referral?
Ideally, you get the referral confirmed first, then apply immediately after. This way, your name appears in the referral system and the applicant system at the same time. But if you've already applied, a referral can still help surface your resume.
How do I follow up on a referral if I haven't heard back?
Wait 3-5 business days, then send a polite check-in: 'Just wanted to confirm you were able to submit the referral. No rush—just want to make sure I'm timing my application right.' If they submitted but the company is silent, follow up with the recruiter directly.
Is a referral a guarantee I'll get an interview?
No. A referral significantly increases your chances, but you still need to be qualified and pass the same screening criteria. Think of it as getting your resume to the top of the pile—you still have to be the right fit.
Researching Job Market & Building AI Tools for Job Seekers since December 2020
Sources & References
- Employee Referral Statistics [2023] — Zippia
- Recruiter Nation Report — Jobvite
- The 2-Hour Job Search — Steve Dalton (2020)