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In today’s unpredictable, hyper-competitive job market, resumes often disappear into a sea of sameness. Even highly qualified candidates struggle to stand out when their accomplishments echo those of countless others. What sets someone apart isn’t always what’s written on paper, but who’s willing to speak up for them.

That’s why your professional network is more valuable than ever. Relationships you’ve cultivated since undergrad, grad school, internships, previous roles, volunteer work and industry groups hold untapped potential. But it’s not as simple as asking a friend for a favor. To truly leverage your network, you need to understand how to earn and give high-engagement referrals — the kind that open doors and drive real results.

Related: You Won’t Find What Makes a Hire ‘Special’ on Their Resume

What is a high-engagement referral?

A high-engagement referral isn’t just a polite nod or a casual mention. It’s a personal, proactive endorsement. It signals a high level of trust and alignment between the recommender, the candidate and the opportunity. When someone offers a high-engagement referral, they’re essentially saying, “I know this person well. I’ve worked with them. I believe in their abilities and character so strongly that I’m willing to put my own reputation on the line.”

This type of referral typically goes beyond a LinkedIn endorsement. It may involve crafting a thoughtful introduction tailored to a specific role, reaching out to a hiring manager directly or guiding the candidate through interview preparation. Some advocates even go as far as recommending the candidate across multiple platforms and internal channels. These extra steps show intention and investment, and hiring teams take notice.

Why these referrals matter for leaders

For business leaders, high-engagement referrals can be transformative. Whether you’re building a startup, leading a team or mentoring rising talent, referrals help you attract and retain high-performing individuals. Candidates who come recommended through trusted sources often prove to be stronger performers and cultural fits. The impact goes beyond recruitment. A culture where referrals are encouraged tends to be one where employees are engaged, invested and proud to bring others into the fold. It also elevates your brand as a place where talent thrives and relationships matter.

So why do high-engagement referrals work so well? First, they cut through the noise. In a landscape where hundreds of resumes might flood a hiring manager’s inbox, a trusted referral can bring a candidate straight to the top of the pile. Second, they offer a signal of trustworthiness, adaptability and cultural fit — qualities that are hard to gauge on paper. And finally, they set a positive tone. Walking into an interview knowing someone has already championed your abilities can create instant rapport, boost your confidence, and even influence the outcome.

Of course, earning such a referral doesn’t happen overnight. It begins with clarity. When you ask for a referral, be specific. Tell your contact what job you’re pursuing, why you’re a strong fit and how they can help. Make their job easier by offering a brief message they can tailor or highlighting shared experiences that make your ask feel relevant and authentic.

Even more important is the groundwork you lay before you need the referral. Stay in touch with mentors, colleagues and collaborators. Check in periodically. Share updates on your work. Offer support when they’re navigating changes. The strongest referrals come from relationships that have been nurtured, not neglected until a favor is needed.

Related: 5 Steps to Hiring the Right People for Your Business

How to earn one

Just as you want to receive high-engagement referrals, you should also look for opportunities to offer them. If a former coworker is job hunting and you can genuinely speak to their strengths, take the time to advocate for them. Write the email. Make the call. The value you offer someone else could have a lasting impact — and it positions you as someone who lifts others as you rise.

At the heart of it all is trust. In today’s evolving professional landscape, trust is the currency of opportunity. It’s not just about credentials or connections. It’s about who will speak up for you with conviction — and who you’re willing to stand behind in return.

Build that kind of network. Invest in it. And when the time comes, you’ll have more than a resume — you’ll have real advocates in your corner.