Honestly, the way people treat the "References" section of their CV is kinda baffling. Most of us spend weeks obsessing over the font size of our headers or whether "spearheaded" sounds too pretentious for a mid-level marketing role. But references? They’re usually an afterthought. People just slap "References available upon request" at the bottom and call it a day. Or worse, they list three random people they haven’t spoken to since 2019.
This is a mistake.
When you look at references curriculum vitae examples online, you often see these perfectly formatted lists of names and phone numbers. But the real magic isn’t in the formatting. It’s in the strategy. A reference isn't just a phone number; it’s a living, breathing testament to your ability to actually do the job without being a nightmare to work with. Recruiters don’t call them to verify that you worked at a place—that’s what HR does. They call them to find out if you're the person you claimed to be in the interview.
Why "References Available Upon Request" is basically dead
You’ve probably seen this phrase a thousand times. It used to be standard. Now, it’s mostly just wasted space. Hiring managers know they can ask for references. They don’t need a permission slip from you at the bottom of page two.
Instead of using that space for a placeholder, use it for more skills or a more detailed project description. Only provide a list of names when the job posting specifically asks for it. If you’re at the stage where they’re asking for a separate references document, that’s when you pull out the heavy hitters.
Choosing the right people is a skill
Don't just pick your favorite work buddies. If you’re applying for a leadership role, you need a mix. You need someone who was above you, someone who was your peer, and—if possible—someone you managed. This is what's known as a 360-degree view. It shows you’re well-rounded.
I once saw a candidate lose a high-six-figure job because their only reference was a "personal" friend who couldn't talk about their technical performance. It was awkward. The recruiter felt like the candidate was hiding something. Don’t be that person.
Looking at real references curriculum vitae examples and structure
When you actually sit down to write this out, keep it simple. You don't need fancy graphics.
Start with the name of the person. Bold it. Underneath, put their current job title and company. This is crucial because it gives the person context. If your reference is now a VP at Google, that carries weight, even if they were just your supervisor at a local coffee shop five years ago.
Next, include their relationship to you. "Former Direct Supervisor" or "Project Lead" works perfectly. Then, give their contact info—usually an email and a phone number.
The "Permission" rule you can't break
Never, and I mean never, list someone without asking them first. It sounds like common sense, right? You'd be surprised. Getting a surprise call from a recruiter is a great way to make a reference sound confused and unprepared.
When you ask them, don't just say, "Can I list you?" Ask, "Would you feel comfortable providing a positive reference for me regarding my work on [Specific Project]?"
That word "positive" is your insurance policy. If they hesitate, thank them and move on. You want advocates, not people who are going to give a lukewarm "yeah, they were fine, I guess."
Managing the flow of information
In most modern hiring processes, you won't include references on the CV itself. You'll have a separate PDF ready to go. This keeps your CV clean. It also protects the privacy of your references. You don’t want their personal cell phone numbers floating around on every job board on the internet.
Keep your reference sheet consistent with your CV's branding. Use the same header with your name and contact info. It looks professional. It shows you pay attention to detail.
What if my old boss hated me?
This happens way more than people admit. If you had a toxic relationship with a former manager, you don't have to list them. Look for a different supervisor from that same company, or even a long-term client who can speak to your work. Most recruiters understand that not every boss-employee relationship is a match made in heaven.
However, if you have a "gap" where no one from a three-year stint at a major company can vouch for you, that’s a red flag. Try to find at least one person—even a senior colleague—who can speak to your contributions.
Actionable steps for your reference list
Audit your network. Go through your last three jobs and identify two people from each who actually saw your work up close.
Reach out now. Don't wait until you have an interview. Send a quick LinkedIn message or email. "Hey, I’m starting a job search and I’ve always valued our time working together. Would you be open to being a reference if the right thing comes up?"
Create the document. Set up a clean, one-page PDF. Put your header at the top. List 3-5 references.
Brief them. When a company tells you they are going to call your references, send those people a quick heads-up. Send them the job description. Remind them of one or two things you achieved together. You’re basically coaching them to help you win.
Thank them afterward. Whether you get the job or not, send a thank-you note. If you get the job, a small gift card or a nice lunch is a classy move. These people are doing you a massive favor. Treat them like it.
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A reference list isn't a formality. It’s the final push in a marathon. If you treat it with the same respect as your cover letter, you'll find that the "hired" email comes a lot faster. Keep your formatting simple, your relationships fresh, and your advocates informed.
Next Steps:
Go through your current CV and remove "References available upon request." Use that extra space to add a "Key Achievements" section or to expand on a recent project. Then, open a fresh document and draft your standalone reference sheet so it's ready the moment a recruiter asks for it.