Backdoor References Can Shape the Shortlist

A backdoor reference is someone a prospective employer contacts who wasn’t on your list of references. These conversations can help employers assess candidates beyond the names they were given.

Recruiters may canvass industry contacts about people on a shortlist. For example, while recruiting for a head of institutional sales, one recruiter asked notable people in the field—such as portfolio managers and senior sales executives—whether they agreed that particular candidates were standouts. The recruiter described the position’s needs and asked for views without disclosing that the candidates were being considered, preserving confidentiality. Responses could help prioritize candidates or flag details worth following up on.

Finding potential contacts is easier when employers can see who knows whom through LinkedIn and other social media. A survey of 1,000 US workers by resume platform Zety found that 37% learned prospective employers had contacted backdoor references about them. That figure is a reminder that hiring conversations may extend beyond the references you provide, and that your professional reputation can shape how employers view your candidacy.

References Beyond Your Current Manager

Your immediate supervisor is an important reference, but don’t rely on that person alone. Employers typically ask for more than one reference, so keep track of past managers as your career progresses. Staying connected with former managers can give you options when it’s time to share names with a prospective employer.

You may also be asked to provide references from peers and people you have managed. These perspectives can offer a fuller view of your performance and work style than manager references alone. Colleagues can speak to how you work with others, while people you managed can describe your approach to leadership and development.

Those references can have a direct influence on a hiring decision. A Head of Brand I hired received glowing references from people they had managed and mentored. Because the company prided itself on staff development, those recommendations became a key reason the company hired them. That example shows why it’s worth maintaining relationships across your professional network—not just with current and former supervisors. Think broadly about who has seen your work up close and can describe the value you bring.

Between-Interview Contact and Interview Format

Your interviews matter, but so does how you communicate between them. Thank-you notes, scheduling emails, and staying in touch can help keep you front-of-mind, especially when the hiring process takes a while. A candidate I recruited was closed out of one search, yet sent the hiring manager a gracious, personalized thank-you note mentioning specific people and topics from the interviews. They expressed gratitude and left the door open for future contact. The manager suggested keeping them on our radar. The candidate also made scheduling easy, often replying within hours with clear, concise emails. When a role opened in another department, they had stayed in touch, shared their availability and latest experiences, and ultimately got the job.

Prepare differently for each interview format. On the phone, you cannot see an interviewer’s visual cues, such as leaning in to speak. Slow your pace, pause deliberately after answering, and wait for the interviewer to interject rather than talking over them. For video interviews, practice making eye contact with the webcam. Because the camera may sit slightly above your display, looking at the person on screen can mean looking down instead of into the camera. Practicing where to look helps avoid a distracting gaze that seems fixed off in the distance.

Sustain Your Energy Through Every Interview

Plan ahead for how you’ll stay upbeat and engaged from the first interview to the last. A hiring process may involve more rounds than you expect, or a single interview day may run longer than planned. Even experienced, talented candidates can become sluggish after multiple rounds, and interviewers later in the day may mistake fatigue for a lack of interest.

Repeated questions can also wear on you. You may have answered “Tell me about yourself” many times, but it’s the first time that interviewer has asked. Keep your responses gracious and composed rather than letting repetition make you sound defensive or annoyed.

Energy can help distinguish you. One candidate arrived on a redeye flight and went straight into a full eight-hour interview day, yet seemed as fresh in the final interview as in the first. When the interviewers compared notes, that candidate’s poise and stamina became a key reason they were hired. In another search, a candidate impressed interviewers with a quiet energy, even while discussing problem after problem they would likely face in the role.

These examples show that energy need not be loud or exuberant. Aim to bring a steady, positive presence throughout the process, so fatigue or frustration doesn’t obscure your interest and strengths.