Referable's Core Value

Referable's Core Value

Let's take a quick look at the right and wrong ways to use Referable, and where the core value lies.

This post builds on an earlier post: How are people using Referable?


Of course, we should probably start with a quick summary of what Referable does. The application seeks to automate the often time-consuming process of Talent Mapping, or more specifically the Talent Pool Mapping part of Talent Mapping.

Many of the world's best candidate sourcers and recruiters have spent untold hours in LinkedIn and spreadsheets listing up prospects from the companies their colleagues came from. The purpose being that the recruiter can then have a conversation with the employees about who is who at their former company, i.e. who is Referable and who is not.

In fact we know that one of the world's most famous (and successful) technology companies uses an automation like this internally, so we feel somewhat "validated" from the get go that this core value proposition has merit.

If you have proactive recruiters on your team then there will be no need for unethical back door checks


The first and primary use case for Referable is proactive recruitment, often referred to as headhunting. Referable - and indeed - Talent Pool Mapping is for proactive recruiters who are looking for the best of the best talent to add to their pipelines. This kind of talent  - you know, the kind that gets hired - takes time to attract and engage, yet recruiters often complain that they have no time to do anything other than crawl through cold long lists or deal with external agencies.

Let's be clear: the #1 use case for Talent Mapping Automation is to map out the wider talent pool for "Referable" prospects who are a priority to attract and engage. It also helps to know who the not so referable prospects are so the recruiter can optimise their time and effort. i.e. be more efficient.

User data suggests that recruiters and sourcers can save up to 80% of their time if they can side step the "false positives", so one of the core values for a recruiter is the time Referable can save them. They can then get on and do the fun stuff!

Back Door Checks

Some trial users simply used Referable to conduct back door checks, but this is an ethical "No-No" and frankly, bypasses the core value Referable provides. We know that the famous company mentioned above got themselves into some trouble by doing this, and it is not why Referable was developed.

In most countries, once a candidate has submitted their application - i.e. has become an Applicant - it is deemed unethical and potentially illegal to conduct any kind of "reference" without their permission. Yes, we all know that it still happens, but those are the rules and breaking them can get you into trouble.

Referable was not designed for back door checking applicants. It was designed to pre-qualify prospects so that the recruiter can focus attention on attracting and engaging with the candidates that will get hired.

If you have proactive recruiters on your team then there will be no need for unethical back door checks because they would have already done the pre-qualifying!! Think about that for a minute.


One of the biggest wins with Referable comes from the ease with which collaboration can be implemented. Recruiters find it tough to engage the team effectively for a range of reasons and one of them is the disruptive time required of the employees who are asked to help. We make that part easy!

By making the collaboration part easy, recruiters are seen as a more credible "value add" by employees and this is great for culture - and results!! Recruiters can engage the team and collaborate around Talent Pools or Pipelines for future hiring.

Talent IP as a Corporate Asset

The other core value that is becoming recognised by our users is that Referable secures Talent IP as a corporate asset. This is in direct contrast to all that Talent Mapping IP that gets lost when a recruiter leaves a company. Not only do spreadsheets get corrupted with version control or filtering issues, but they get lost when the recruiter changes role. Similar can be said of LinkedIn Project folders.

Calling TA Leaders: is your Talent IP secure (and available) in the wake of a departure?


At a glance it should be easy to see the core value of Talent Mapping Automation:

1. By taking a shortcut to the high probability talent, Referable helps recruiters save up to 80% of their sourcing time.

2. Collaboration is made easy using Referable's sharing features.

3. Talent IP is made a corporate asset with Referable.

If interested to learn more about Referable or Talent Mapping in general, reach out to hello(at)