A reference check question set with AI takes about 2 hours to create on aidowith.me. The Hiring Package route covers 14 steps, and the reference check section focuses on crafting 15 to 20 questions tailored to the specific role and seniority level. You'll create questions across 4 categories: job performance, collaboration style, growth areas, and culture fit. AI generates behavioral questions that prompt references to share specific examples, not yes/no answers. HR teams using structured reference checks report catching 2 to 3 red flags per 10 candidates that unstructured calls miss. Your finished question set includes an opening script, category-organized questions, a scoring rubric for each answer, and a summary template. The scoring rubric turns subjective reference feedback into comparable data across candidates.
Last updated: April 2026
The Problem and the Fix
Without a route
- Your reference calls last 8 minutes and produce nothing useful because you ask the same 5 generic questions every time.
- Two hiring managers on your team skip reference checks entirely because they don't know what to ask beyond 'Would you hire them again?'
- You can't compare reference feedback across candidates because there's no consistent format, just freeform notes in the ATS.
With aidowith.me
- A set of 15 to 20 role-specific questions organized by category: performance, collaboration, growth areas, and culture fit.
- Behavioral prompts that get references to share specific stories and examples, not one-word confirmations.
- A scoring rubric and summary template so you can compare reference feedback across candidates side by side.
Who Builds This With AI
HR & People Ops
Job descriptions, interview kits, onboarding docs built fast.
Managers & Leads
Reports, presentations, and team comms handled faster.
Founders
Move fast on pitches, pages, research. AI as your first hire.
How It Works
Define the role and key competencies
Input the job description and identify 4 to 6 competencies you want to verify through references. AI maps these to question categories.
Generate tailored questions
AI creates 15 to 20 behavioral questions that prompt specific examples. Each question ties back to a competency and includes follow-up probes.
Build the scoring rubric
Create a rating scale for each question so you can score answers consistently. Add a summary template for comparing candidates after all reference calls are done.
Get Better Signal From Reference Checks
Build a role-specific question set that turns reference calls into a real evaluation tool.
Start This Route →What You Walk Away With
Define the role and key competencies
Generate tailored questions
Build the scoring rubric
A scoring rubric and summary template so you can compare reference feedback across candidates side by side.
"A reference call surfaced that a candidate had 3 performance issues at their last company. Our old generic questions never would have caught that."- Talent Acquisition Lead, healthcare technology firm
Questions
The route produces 15 to 20 questions across 4 categories. A typical 20-minute reference call covers 8 to 10 of them. Having extras lets you prioritize based on what matters most for each candidate and skip questions the interview process already answered.
The route focuses on job-related behavioral questions that are standard in professional reference checks. It avoids questions about protected characteristics, health, or personal life. Always check your local employment laws for specific restrictions in your jurisdiction.
Yes. The route includes a section on adjusting questions for internal candidates. You'll shift the focus from verifying employment facts to exploring cross-team collaboration style, growth trajectory, and how the candidate handles new responsibilities.