Work Hrs

9 AM - 6 PM EST, Mon - Fri

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249-594-2222

Email Us

info@referchecks.com
Our Pricing Plans

We Focus On Making The Best In All Sectors

Plan Price Best For Key Features CTA
Standard Check Per Check Budget-conscious clients or small businesses
  • Basic verification of employment history
  • Confirmation of role, duration, and basic performance
  • Quick turnaround time
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Comprehensive Reference Check Per Check Companies looking for more in-depth insights
  • In-depth verification of employment and background
  • Interviews with past employers and coworkers
  • Evaluation of skills, work ethic, and culture fit
  • Detailed reporting and insights
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Specialized Reference Check Per Check Employers hiring for niche or senior roles
  • Industry-specific reference checks
  • Focus on specialized skills or leadership qualities
  • Deep dive into technical proficiency or strategic abilities
  • Customized reports tailored to the role's needs
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Plan Descriptions

Characteristic Standard Reference Check Comprehensive Reference Check Specialized Reference Check
Purpose Verify basic employment history and general fit Obtain in-depth feedback on performance, behavior, and work style Assess technical skills, industry-specific knowledge, or role expertise
Number of References 2 references 2-3 references (including supervisors, colleagues, etc.) 2-4 references, usually from specialists or experts in the field
Focus Areas Employment dates, job title, general performance, and behavior Strengths/weaknesses, work style, teamwork, leadership, cultural fit, performance details Technical expertise, problem-solving abilities, industry-specific skills, role-specific challenges
Type of Questions Basic confirmation of job history, reliability, and conduct Detailed questions on skills, work ethic, and fit with team/organization Focused on specific skills, knowledge, and technical competencies
Depth of Information Limited, mostly factual In-depth, offering a broader picture of the candidate's qualifications Highly focused, often requiring detailed examples related to the field
Sources of Reference Mostly supervisors or HR representatives Supervisors, colleagues, direct reports, and sometimes clients Subject matter experts, senior managers, and professionals in the candidate's field
Time and Effort Quick and easy to conduct More time-consuming due to the depth and number of references Requires more effort, as it involves identifying experts or specialized contacts
Nature of Evaluation General assessment of reliability, job fit, and behavior Detailed evaluation of performance, strengths, weaknesses, and cultural fit Evaluation of specialized competencies and technical abilities
Used For Entry-level roles or low-risk hiring decisions Mid- to senior-level roles, or roles requiring a higher degree of fit and competency High-level, technical, or niche roles that require specialized knowledge
Examples of Questions "Did the candidate perform their duties as expected?" "How does the candidate handle stress? What are their leadership qualities?" "How proficient is the candidate in using [specific software/tool]? Can they lead a technical project?"