Sample report
What the employer receives.
This sample shows the shape of a Ref&Go report package: reference answers, human review state, evidence, consent, audit, voice fallback artifacts, and cost summary. Real reports are generated from the request workflow and secure share links expire.
Ref&Go employer-specific reference report
Maya Reyes
Senior Operations Manager candidate for Acme Hiring Co.
Executive summary
Maya's references consistently described strong operational ownership, clear communication, and reliable follow-through. One reference confirmed direct management experience and another confirmed cross-functional project leadership. No protected-topic content was rated or included in the scorecard.
Reference packages
| Reference | Relationship | Channel | Consent | Status |
|---|---|---|---|---|
| Dana Fox | Former manager | SMS/web | Yes | Approved |
| Sam Lee | Cross-functional partner | Voice fallback | Yes | Approved |
Structured answers and evidence
| Dimension | Finding | Evidence | Review |
|---|---|---|---|
| Role confirmation | Confirmed operations leadership scope. | "Managed a 12-person operations team." | Human approved |
| Reliability | Strong follow-through under deadlines. | "I trusted her with launch-critical work." | Human approved |
| Collaboration | Clear cross-functional communication. | "Kept engineering, support, and sales aligned." | Human approved |
| Concerns/red flags | No job-related concerns reported. | "No concerns I would flag." | Human approved |
Consent and audit timeline
- Candidate verified link with OTP and signed written authorization.
- Reference Dana Fox consented in the secure web flow.
- Reference Sam Lee received voice fallback, heard AI disclosure, and consented before questions.
- AI drafted normalized answers and summary for review.
- Recruiter approved both packages and generated the final report.
- Billing event logged after completion.
Cost and usage
Important boundary
Sample, not a hiring decision
Ref&Go reports organize reference evidence for employer review. They do not replace employer judgment, do not create a portable hireability score, and should not be treated as an automated decision.