Do you conduct backchannels on candidates you're moving to offer? | Hacker News Reader

Do you conduct backchannels on candidates you're moving to offer?

5 pointssperlman9155 comments

I’m defining backchannel here as reaching out (without telling the candidate) to someone who’s worked with the candidate and asking them for their thoughts.

I was curious to get input here on, first and foremost, if you typically do backchannels on candidates in addition to checking the references they provide. And, if so, what, if any, parameters do you put in place? For instance, will you only backchannel if you know the backchannel well? Would you backchannel even if all the feedback was glowing, or only if there were any outstanding questions? Would you only backchannel for certain levels and above? If you didn’t know anyone in common, would you ever do a cold reach out to someone you didn’t know to get a backchannel?

If it got back to you, as a candidate, how would you feel to know your potential employer backchanneled you? Would it be off putting? Or something you’d expect?

Curious to hear your thoughts! Thanks!

For high level and exec positions, I will almost certainly do backchannels. But I only do it if I or someone on my exec team is closely enough connected to the backchannel that I know and trust their opinion. The whole point of a backchannel is that it should be an even more trusted source than the gauntlet of interviews I've already put the candidate through.

Backchanneling on every candidate would be way too much. It's only worthwhile when its a high level and high impact role. Moreso, if you were to feel the need to backchannel on everyone, that basically means you dont trust your current team and interview process and should instead focus on that.

Cold backchannel make no sense to me. Not only does it not accomplish the goals of having a trusted and confidential source, but also I would not want this getting back to the candidate accidentally. That would be poor form.

For any important position, I wouldn't be surprised at backchannel-ing but with the big caveat that there would need to be a lot of trust with the backchannel.

As a candidate, if low-trust backchannel-ing led to my consideration being more public than intended, I'd be very upset.

As a employer, I'd treat backchannels as "red-flag checks" and weight my own direct observations higher.

I’d back channel if I or someone on my team knows the source, and would expect that as a candidate. I wouldn’t do a cold reach out if I didn’t know the person though.

I have checked references provided by candidates and I have provided references when asked. Almost always, it is BS because let's face it: Most people wouldn't wanna piss the candidate off and provide either a "they are awesome" or "neutral" reference.

For any key hire, I would say go for the backchannels. But be ready for consequences because the candidate may find out anyway. Do what you need to do to find the right person.

A long time ago I had a company backchannel someone I actually would have listed as a reference except I knew he was out of country and on vacation. That left a sour taste in mouth and I ended up not going with their offer. So if you’re going to backchannel I’d suggest at least not cold calling.

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