By Emptor 
The Hidden Power of Reference Checks: How to Use Them to Your Advantage
When an organization breaks down, it’s not usually because of a lack of talent. It’s because of a lack of culture.
You might have the best résumés on the market. The sharpest technical interviews. The most rigorous evaluation processes. But if you overlook how the people you hire live, feel, and relate to others — you’re taking a dangerous gamble with your company.
Reference checks aren’t a formality. They’re the most honest mirror you’ll find of the kind of culture a person brings with them. The problem is, we still treat them like a cold checklist — when in fact, they’re a chance to read the future before it walks through the door.
Every reference tells a story of lived culture
When you talk to someone who worked with a candidate, you’re not just confirming facts. You’re listening for stories.
Were they someone who united teams or split them? Did they lift others up when it mattered, or disappear when things got tough? Did they respect, build, challenge with care?
Culture can’t be captured in surveys. It’s something you sense. And if you know how to ask and listen, it reveals itself — clearly — in a good reference check.
Sol: technology that listens to culture, not just data
At Emptor, we created Sol with a simple but powerful idea: references aren’t information — they’re cultural narratives.
That’s why Sol doesn’t just confirm dates and titles. It detects nuance, interprets silences, and identifies behavior patterns. Then it delivers all that richness as actionable insights, so you can make real decisions — not just run a checklist.
Yes, it saves time. But more importantly, it helps you protect your company culture before you need to repair it.
(For more on how we approach this, read our article for DCH: “Reference checks tell stories — here’s why you should listen better.”)
What can you start doing today?
Even if you’re not using Sol yet, you can already start improving how you approach reference checks with these three principles:
- Ask about critical moments: don’t ask “What were they like?”, ask “What did they do when things got hard?”
- Listen beyond the words: tone, hesitation, and emotion reveal more than any adjective.
- Look for patterns: one offhand comment might mislead you. But three similar remarks tell you something real.
Culture doesn’t come from end-of-year workshops. It’s built — or broken — with every person you choose to bring in.
And reference checks, when done right, are your most powerful cultural radar.
Don’t waste them.