Reference Checks

Pre-Hire 360s

Searchlight Reference Checks combine the best of behavioral science and equitable AI to create a psychometrically sound assessment. We surpass the accuracy of most interviews, so you can hire faster and onboard better.

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We have raving fans

Our references will explain why Searchlight is the best, fastest solution

The behavioral data returned from Searchlight was so effective that it gave us the conviction to replace an entire interview round. This gave hundreds of hours back to the business, reduced our time-to-fill by seven days, and improved our candidate experience.

Wade Foster

CEO

I consider myself a “reference snob.” I think information from references are some of the most predictive information that we can get in the hiring process. Before Searchlight, I thought the only way to get this data was through interviews and by doing the reference calls myself. Now my whole executive team knows that Searchlight’s reference data is superior to what we used to get.

Kenny Mendes

Head of People and Operations

Searchlight is really powerful because it tells you how this person will be at the job in a much more predictive way than an interview can. When a new hire struggles after they join the company, we’ll go back to the Searchlight report and sure enough, Searchlight already knew and highlighted their growth areas for us.

Natalie Gavello Disraeli

Head of Talent

At first, I didn’t see the value of references. But when presented with the data, we saw that it could be really powerful. After working directly with our CTO, Head of Product, and Head of Sales, we expanded usage of Searchlight across the business. Searchlight helps us see our interview blindspots.

Adrian Russo

Director of Talent Acquisition

“Better hiring quality is why we use Searchlight. I’ve noticed that teams that hire with Searchlight have higher talent density than teams that don’t. My hiring managers love Searchlight data for onboarding. This is the tool they go to in order to manage better from day one.”

Daisy Chu

Head of People Operations

Searchlight de-risks my hiring decisions by quantifying gut reactions from most people doing interviews. With Searchlight, I finally have a structured framework for evaluating candidates. Even now, when I manage my team, I think about their Searchlights all the time. When their growth areas show up on the job, I think about what their references in Searchlight... and they were right!

Elain Szu

VP Marketing

At first, I didn’t see the value of references. But when presented with the data, we saw that it could be really powerful. After working directly with our CTO, Head of Product, and Head of Sales, we expanded usage of Searchlight across the business. Searchlight helps us see our interview blindspots.

Adrian Russo

Director of Talent Acquisition

“Better hiring quality is why we use Searchlight. I’ve noticed that teams that hire with Searchlight have higher talent density than teams that don’t. My hiring managers love Searchlight data for onboarding. This is the tool they go to in order to manage better from day one.”

Daisy Chu

Head of People Operations

Searchlight de-risks my hiring decisions by quantifying gut reactions from most people doing interviews. With Searchlight, I finally have a structured framework for evaluating candidates. Even now, when I manage my team, I think about their Searchlights all the time. When their growth areas show up on the job, I think about what their references in Searchlight... and they were right!

Elain Szu

VP Marketing

Hire better

3x your hiring effectiveness

“Searchlight has taken a lot of guesswork out of our hiring. Before Searchlight, I thought the only way to get this data was through interviews and by doing the reference calls myself. Now my whole executive team knows that Searchlight’s reference data is superior to what we used to get.”

Kenny Mendes

Head of People and Operations, Coda

Structured, accurate data that quantifies the intangibles

89% of mishires are caused by a soft skills mismatch. Searchlight’s methodology and behavioral data predicts post-hire performance and ensures the right match for every role.

Searchlight’s Talent Matching is scientifically validated to de-risk hiring decisions

Searchlight’s powerful software analyzes patterns and context to differentiate between good and great references. Our assessments are psychometrically sound and achieves accuracy 3x higher than most interviews.

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Hire faster

Make great hires, 40% faster

“We can get candidates through the interview process 40% faster with Searchlight. Searchlight fixes the broken reference process, and our hiring managers call Searchlight their crystal ball for hiring.”

Elizabeth Shober Smith

VP Talent, Udemy

Automate, streamline, and standardize your reference process

85% of Searchlight references are completed within 36 hours. Click a button, get references, no phone tag.

Interview less and close top talent

Companies use Searchlight early to replace interviews and unlock valuable data. Eliminate friction in crucial closing stages while using Searchlight data to win competitive talent.

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Hire fairly

Cut bias out of your process

“Searchlight is the empty chair in our candidate debrief. We use the data to show hiring managers that the candidate meets our criteria from a behavior standpoint. By centering the conversation around behaviors, we reduce bias from risk-averse hiring managers.”

Ann Watson

Chief People Officer, Verana Health

Evaluate candidates fairly and holistically, beyond credentials and resume

Searchlight provides a 3D picture of each candidate’s job-specific capabilities, soft skills, growth areas, culture alignment, and work motivations.

Hire more underrepresented candidates and hit your diversity & inclusion goals

Our ethical AI software is continuously audited to have no adverse impact while achieving accuracy levels higher than most interviews. Use Searchlight to confidently make hires from underrepresented backgrounds.

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How it works

Get a best-in-class reference process out of the box

One click to invite your candidates

Invite candidates from your ATS, or directly in Searchlight with their emails. On average, you'll get 3 reference checks done in 36 hours.

3
reference checks in
36
hours

Candidates accept their invite

To start the Searchlight process, candidates add their prior work experiences.

Candidate
NPS Score
‍68

Candidates add reference information and Searchlight handles the rest

Searchlight handles sending invites to the references and automates reminders. We’ll keep you and your candidates in the loop.

Once references complete Searchlight once, they can share the data in the future. Most of the data is confidential, except for 1-2 questions that references can choose to make public.

85%
of candidates will
happily do Searchlight
earlier in the hiring
process