You've been told "it's all about who you know." But is that actually true? And if so, how do you get referrals when you don't know anyone?
The data is clear: referrals are the single most effective way to get hired in tech. Here's what the numbers show.
The Data: Referrals Are 10x More Effective
| Metric | Referrals | Job Boards |
|---|---|---|
| % of applications | 7% | 50%+ |
| % of hires | 40% | 20-30% |
| Apply-to-hire rate | 6.2% | 0.6% |
| Days to hire | 29 days | 39 days |
| 6-month retention | 93% | ~80% |
Sources: Jobvite 2025, Eqo Refer 2025, ERIN 2025
Translation: Referrals are 10x more likely to result in a hire than cold applications, and they get hired 10 days faster.
Why Referrals Work So Well
1. You Skip the ATS
When someone refers you, your resume often goes directly to the hiring managerābypassing the 75% rejection rate of applicant tracking systems.
2. Built-in Social Proof
The referrer is vouching for you. This is especially powerful when the referrer is a respected employee.
3. Better Culture Fit
Employees tend to refer people similar to themselves, which often means better culture alignment.
4. Reduced Hiring Risk
According to Apollo Technical, referred employees are 25% more profitable and stay 46% longer than non-referred hires. Employers know this.
The Reality of Referral Programs in Canada
Most Canadian tech companies have formal referral programs:
| Company Type | Referral Bonus | Notes |
|---|---|---|
| Big Tech (Google, Meta) | CA$5,000-15,000 | Higher for hard-to-fill roles |
| Mid-size Tech | CA$2,000-5,000 | Common in competitive markets |
| Startups | CA$1,000-3,000 | Sometimes equity instead |
| Banks | CA$1,000-2,500 | Lower but consistent |
Source: Glassdoor, company career pages
Key insight: Employees are financially incentivized to refer good candidates. This makes asking for referrals a win-win, not a burden.
How to Get Referrals (Even If You Know Nobody)
Strategy 1: Alumni Networks
Your university's alumni network is the easiest entry point:
- LinkedIn search:
[Your University] AND [Company Name] - Reach out with a specific ask: "I'm applying to X role at Y company. Would you be open to a 15-minute call about your experience there?"
- Don't immediately ask for a referral. Build the relationship first.
Success rate: Alumni are 3x more likely to respond than cold outreach.
Strategy 2: LinkedIn Cold Outreach (Done Right)
Bad message:
"Hi, I'm looking for a job. Can you refer me?"
Good message:
"Hi Sarah, I noticed you're a Software Engineer at Shopify and also went through UBC's co-op program. I'm a final-year CS student at UBC applying to the New Grad SWE role. I'd love to hear about your experience on the [specific team] if you have 15 minutes this week. No pressure on the referralājust genuinely curious about the team's work on [specific project/product you researched]."
Key elements: - Personalized (shows you did research) - Specific role mentioned - Low-pressure ask (coffee chat, not referral) - Shows genuine interest in their work
Strategy 3: Tech Meetups and Communities
In-person connections convert better than online outreach:
Toronto: - Toronto JS - Toronto Machine Learning Society - DevTO - Toronto Python Meetup
Vancouver: - VanDev - Vancouver UX Meetup - BC Tech Community
Other: - Local Startup Grind chapters - Hackathons (MLH, nwHacks, Hack the North) - Discord communities (r/cscareerquestions, Blind)
Pro tip: Regular attendees often have referral influence. Become a regular yourself.
Strategy 4: Twitter/X Tech Community
Many tech hiring happens through Twitter:
- Follow engineers at your target companies
- Engage thoughtfully with their technical content
- Share your own work (projects, learnings)
- DM when there's genuine connection
Works best for: Startups, developer tools companies, open source-heavy organizations
Strategy 5: Open Source Contributions
Contributing to a company's open source projects is a "stealth referral":
| Company | Open Source Projects |
|---|---|
| Shopify | Shopify/liquid, Shopify/theme-kit |
| Kubernetes, TensorFlow, Go | |
| Meta | React, PyTorch |
| Stripe | Stripe CLI, various libraries |
How it works: 1. Make meaningful contributions 2. Interact with maintainers (often employees) 3. When you apply, mention your contributions 4. They may refer you internally
What to Say When Asking for a Referral
After you've built some relationship (coffee chat, meetup, etc.):
Script:
"I really enjoyed learning about your work on [project]. I'm applying to the [specific role] at [company] and was wondering if you'd be comfortable submitting a referral for me. I completely understand if you'd prefer not toāI know referrals are a personal endorsement. Either way, I really appreciate your time."
Key elements: - Specific role (not "any opening") - Acknowledges the weight of referrals - Gives them an easy out - Expresses gratitude regardless
When NOT to Ask for a Referral
- After only one brief interaction
- Before you've applied or decided to apply
- When you haven't researched the company
- When you're mass-messaging dozens of people
- When they barely know your work
The rule: If you can't describe a specific conversation you've had with this person, you don't have enough relationship to ask.
The "Warm Intro" Alternative
If someone won't refer you but wants to help:
Ask: "Would you be comfortable introducing me to someone on the [team name] team via email?"
This gives them a lower-risk way to help, and you can build a relationship with the new contact who might eventually refer you.
Referral Timing Strategy
| Company Hiring Cycle | Best Time to Reach Out |
|---|---|
| Q1 (Jan-Mar) | November-December |
| Q4 (Sep-Nov) | July-August |
| Summer internships | October-January |
| New grad programs | August-October |
Source: BCJobs 2025
Reach out before the job is posted when possible. Many roles are filled through referrals before they ever hit job boards.
How Companies Track Referrals
When referred, you'll typically:
- Apply through the normal portal
- Enter the referrer's name/email
- The referrer confirms via internal system
Important: Some systems require the referrer to submit first. Always confirm the process with your referrer.
Follow Up Protocol
| Stage | Action | Timeline |
|---|---|---|
| After referral submitted | Thank the referrer | Same day |
| After interview | Update the referrer | Within 24 hours |
| After rejection | Thank them again | Same day |
| After offer | Thank them, offer to help them | Same day |
Critical: Even if you don't get the job, maintain the relationship. They might refer you elsewhere or again later.
Building Your Referral Network Long-Term
| Timeframe | Actions |
|---|---|
| Year 1-2 | Attend meetups, build LinkedIn, contribute to open source |
| Year 3-4 | Become a regular at events, start helping others |
| Year 5+ | You become the referrer, network compounds |
The best time to build your network is when you don't need it.
Key Takeaways
- Referrals = 40% of hires from only 7% of applications
- 10x more effective than cold applications
- Don't ask strangers for referralsābuild relationships first
- Alumni networks are your easiest starting point
- Be specific about the role and company
- Maintain relationships regardless of outcome
Related Articles: - How to Write a Tech Resume for Canada - Canada Tech Interview Process Guide
Sources: - Jobvite Hiring Benchmark Report 2025 - Eqo Refer: State of Employee Referral Programs 2025 - ERIN: Employee Referral Statistics 2025 - Apollo Technical: Referral Statistics - IgniteHCM: Power of Referrals