5 techniques to get a referral 🚀

Skip the "Apply" button and get noticed by HR.

Clicking “Apply” on a company website often feels like throwing your resume into a black hole.

You upload the PDF, fill in the fields, hit submit... and then wait. Usually, nothing happens. Or, if you are lucky, you receive an automated rejection email.

The only real way to skip that line is a referral. When an employee recommends you, your profile bypasses the automated filters and usually lands directly on a recruiter’s desk. It is the single most effective way to get an interview.

Here are 5 legitimate techniques to get a referral,ranging from the obvious (but scary) to the advanced.

1. The “shameless” friend request (the mental block) 🦸‍♂️

Let’s start with the most obvious one, because it’s also where most people fail. You probably already know someone at the company—an old University mate, a former colleague, a friend of a friend.

But you haven’t messaged them. Why? Embarrassment.

You feel awkward. You don’t want to “use” the friendship. You worry about being annoying.

Here is the reality: the professional world has no space for this kind of shame. While you are hesitating, someone else with less skill but more courage is sending that message and getting the interview.

Get over it. Most companies pay a referral bonus (often thousands of euros!). Your friends want to refer you. You are literally helping them make money.

• The approach: “Hey [Name], I see you’re at [Company] now! I’m seriously eyeing a role there. I know it’s a big ask, but would you be open to referring me? No hard feelings at all if you can’t!”

2. The ex-colleague search (the forgotten network) 🕵️

This is the most effective search you can do on LinkedIn, and almost nobody does it.

Go to the company’s LinkedIn page, click on “People,” and filter by “Past Company” (selecting companies you worked at).

You might find a developer you sat next to 4 years ago, or someone from a different department you had coffee with once. The trust is already built because you survived the same trenches. They know you’re not crazy. That’s enough for a referral.

• The approach: “Hey [Name], long time no see! I saw you moved to [Company]. How is the culture there? I’m eyeing a role and would love to catch up and hear your honest thoughts.”

3. The alumni card (the tribal bond) 🎓

If you went to a University or a coding bootcamp, you have a massive network you aren’t using.

Use the LinkedIn search filters to find employees at your target company who went to your school.

Humans are tribal. We naturally want to help people who have a shared background (”Ah, you survived Professor X’s algorithm class too?”). It’s an instant icebreaker that turns a stranger into an ally.

• The approach: “Hi [Name], I see we’re both [University/Bootcamp] alumni! I’m currently a dev at [Current Role] and very interested in [Target Company]. I’d love to ask you a couple of questions about the engineering team there if you have 5 minutes.”

4. The mutual friend bridge (borrowed trust) 🌉

You might not know the Engineering Manager at the company, but maybe your friend Marco does.

Check the profiles of the decision-makers (Tech Leads, Engineering Managers). Do you have any 2nd-degree connections (mutual friends)?

Trust passes from person to person. If I trust Marco, and Marco trusts you, then I’m willing to trust you. Don’t try to add the manager directly; use your mutual friend as the bridge.

• The approach: Don’t message the stranger. Message your mutual friend. “Hey, I see you’re connected to [Target Person] at [Company]. I’m applying for a role there. Would you be comfortable introducing us?”

5. The active peer strategy (the sniper) 💬

This takes a bit more patience, but it works wonders.

Find a developer at the target company who is active on LinkedIn. Someone who posts about their tech stack, their projects, or company culture.

Don’t just DM them immediately (that’s spam).

1. Follow them.

2. Engage with their content (write thoughtful comments, not just “great post”) for a week or two.

3. Then connect.

By the time you send the request, you aren’t a stranger anymore; you’re “that developer who left a smart comment about Kubernetes last week.” You’ve already proven your competence.

• The approach: “Hi [Name], I’ve really enjoyed your posts about [Topic]. I’m actually looking at the [Role Name] opening on your team. Since you seem to really know the stack, do you think my profile would be a good fit?”

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What NOT to do (how to burn bridges) ❌

Getting a referral is a relationship game. It’s easy to mess it up if you are careless. Here are the fastest ways to guarantee you get ignored:

• The “Can you refer me?” cold DM. Unless you have a clear connection (like points 1-4), never open a conversation with a stranger by asking for a favor immediately. It’s spam. Build the relationship or ask for advice first.

• The lazy “Do you have any jobs?” question. Never ask an employee to do the searching for you. They are not a recruiter. It is your job to go to their careers page, find the specific role, and get the Job ID or URL. Make it frictionless for them to help you.

• The “Any job will do” attitude. Saying “I’ll take any engineering role” doesn’t make you look flexible; it makes you look desperate. Be specific about what you want and why you fit that role.

• Ghosting your helper. If they reply, answer quickly. If they refer you, thank them. If you get the interview (or get rejected), let them know. There is nothing worse than helping someone and never hearing from them again.

It’s a numbers game, but playing it smart helps 🎲

Getting a referral doesn’t guarantee you the job, but it guarantees you a fair shot.

Don’t be afraid to reach out. Most developers are happy to help a peer, especially if you approach them with respect and a clear, professional message.

Go check your target company on LinkedIn right now. You might be surprised by who you already know.