Working with a candidate who is fantastic on paper: impressive sales numbers, glowing references, and a background that matches our industry perfectly. In the final reference check, one of his former managers hesitated. She didn’t say anything outright negative, but she said, “He’s great when he’s winning, but can be tough on the team when things aren’t going his way.” That gave me pause. We're under pressure to fill the role, but it's hard to decide if I should move forward. What would you do?

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That seems like an odd comment and I wouldn't know what to make of it. Someone should have asked for an example of what being "tough on the team" comprises. It's possible it would say more about the team than the candidate, and perhaps the dynamics of a team at other outfit shouldn't be considered too seriously. Might as well hire him and keep him winning.

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Wow, I find myself wondering where you are located. Because I thought in the United States a former employer could only confirm a past employees employment dates, salary, and give a yes or no on whether or not that person is eligible to be rehired. I didn’t think giving this type of personal was legally allowed. Maybe it varies from state to state.

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Yes, this prior manager also is opening up the company to legal risk by commenting on candidate like this. All prior managers are legally ok per common company policy to disclose are dates of hire and any role details.

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I would rely on your team’s experience with the candidate during the interview process. Prior managers and teams can be considerably biased. Not happy the candidate left the team, is interviewing elsewhere, etc.

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I’d definitely take that hesitation seriously. Sales numbers are important, but team fit and resilience under pressure matter just as much, especially in a collaborative environment. I’d consider doing an additional interview focused on behavioral questions around teamwork and handling setbacks, or even a team-based exercise. If doubts remain, it’s better to wait for the right fit than risk disrupting team culture.

Can you ask someone else who worked closely with the candidate?

A candidate who struggles under pressure can impact team morale and long-term success. If possible, dig deeper. Maybe have a candid chat with the candidate about how they handle setbacks and teamwork. If it still feels risky, maybe look for someone who’s strong both in results and collaboration. Filling fast is tempting, but culture matters big time.

a reference is one person's opinion and not always fully reflective of a person! That's why my company has stopped doing reference checks

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