How to Become a Verified Referrer

Referring candidates takes under 5 minutes once you're verified, and it's a meaningful way to help someone while building your reputation as a trusted connector.

1. Verify Your Corporate Email

Sign up as a referrer and confirm your identity with a one-time password sent to your official company email. Personal email addresses aren't accepted — this is what makes every referrer on the platform trustworthy.

2. Complete LinkedIn Cross-Matching

We cross-check the company and role you've claimed against your LinkedIn profile. This usually takes under 5 minutes and unlocks your ability to accept referral requests.

If your LinkedIn hasn't been updated since a recent internal move or promotion, update it before verifying — mismatches between your claimed role and your public profile are the most common reason verification gets delayed for a manual review.

3. Set Your Preferences

Define which roles, teams, and seniority levels you're comfortable referring, along with your weekly request limit. This determines which candidates you get matched with.

It's worth being conservative with your weekly limit at first. A referrer who accepts three thoughtful requests a week and reviews each one properly builds a far stronger reputation — and gets better-matched candidates over time — than one who accepts everything and starts skimming resumes.

4. Review Requests Honestly

You'll see a candidate's resume and a short note explaining why they're targeting your company. Accept if you believe they're a genuine fit — you can also decline or suggest they target a different team.

5. Submit and Track the Outcome

Submit the referral through your company's internal portal as you normally would, then mark it done on refEngine. You'll see whether your referral led to an interview — and earn platform credits for future use.

6. Why Referrers Stay Active

Beyond platform credits, referrers consistently mention two reasons for staying active: internal referral bonuses at their own company, and the compounding value of being known internally as someone who brings in strong candidates — hiring managers start proactively asking active referrers for recommendations.