Employee Referral Program Builder

Employee Referral Program Builder E+E Consulting

All changes saved

Configure the program

Fill this in once — the announcement email and policy summary on the right update as you go. Everything is editable and nothing here is sent anywhere; it's saved to this browser only.

Basics

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Company name Program name Email subject line

Bonus structure

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Flat amount for every hire Tiered by role or seniority

Bonus amount

Tiers

Probation / hold period before payout

Payout timing

Paid after the hold period is completed Paid immediately upon hire

Tip: Keep referral rewards in the $500–$2,000 range for most roles — large rewards tend to drive volume over quality. Reserve bigger bonuses for specific hard-to-fill roles, for a limited time.

Eligibility criteria

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Referrer must be an active employee Candidate must not have previously applied Referrer must have first-hand knowledge of the candidate's relevant skills Minimum employee tenure required

Minimum tenure (months)

Additional criteria

Leads / Directors carve-out

Common rule: leads/directors can earn the bonus for referrals into teams outside their own reporting line, since growing their own team is already part of their role.

Process & contact

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How should referrals be submitted?

Email a contact person Submit via ATS / online form Either — email or ATS/form

Contact person name Contact email

ATS / submission form link

Careers page URL

Encourage social sharing of openings

Best-practice reference

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Proven strategies for a high-performing referral program (source: Recruiting Toolbox). Not part of the output — just here for reference while you configure.

Communication & education
Don't assume employees know what talent you need — educate via email, "hot jobs" flyers, all-hands. Lead the message from the CEO and business leaders, not just HR, so it reads as a business imperative. Make it visible: intranet, posters, recurring campaigns.

Process
Make submission effortless — a name and contact is enough to start. Never let a referral go into a black hole; give white-glove follow-up either way. Simplify ownership rules (e.g. cap credit at 6 months, or most-recent-referrer-wins).

Rewards
Pay out promptly — within 30 days of hire, or per your probation rule. Keep standard rewards in the $500–$2,000 range; reserve larger, time-limited bonuses for critical hard-to-fill roles.

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