Your best hires come fromyour own people, and their families.
Your employees already refer their family, friends, and colleagues, through WhatsApp groups, dinner conversations, side-channel chats. Wudd makes those referrals corporate-grade: structured CV capture, consent attested, status tracked, hired-on-day attribution. Every referral links back to the hire request that proved the gap. Same network your team has always used; audit-grade workflow on top.
From approved request to quality referral.
A structured workflow that turns your employees into your most effective recruiting channel.
- 01Hire request approvedThe four-way alternatives sweep confirmed a genuine gap. The residual justification is on record.
- 02Job posting createdThe approved request becomes an internal posting. Title, description, and supporting evidence carry over automatically.
- 03Employees see the openingTeam members browse active postings in their dashboard and share them with their professional network.
- 04Referral submitted with recommendationThe referring employee attaches a personal note explaining why they believe this candidate is a fit.
- 05Outcome trackedIf the referral gets hired, the system tracks the outcome at 90, 180, and 365 days. The referrer builds a track record.
Why internal referrals win.
The expensive way
- ✕Hundreds of irrelevant CVs to screen
- ✕Agency fees at 15-25% of annual salary
- ✕No insight into cultural fit until interview
- ✕Hires leave within 12 months at higher rates
The smart way
- ✓Pre-filtered candidates from trusted sources
- ✓Zero agency fees, points-based rewards instead
- ✓Referrer vouches for fit, values, and work style
- ✓Referred hires stay 20-40% longer on average
Referrals earn recognition, not just bonuses.
Successful referrals feed into the Wudd recognition economy. Points, badges, and visible track records incentivise quality over quantity.
The referring employee earns recognition points when they submit a qualified referral with a personal recommendation.
When the referral is hired, the referrer receives a badge and bonus points. Visible on their profile and leaderboard.
If the hire passes the 90-day probation and stays past 180 days, additional points are awarded. Quality referrals build reputation.
Every hire traces back to the business case.
The referral links to the job posting, which links to the hire request, which links to the alternatives sweep. Complete accountability.
The business case, JD decomposition, team poll results, and approval chain are all on record.
Who referred the candidate, when, and with what recommendation. Builds institutional knowledge.
Scheduled assessments at 90, 180, and 365 days track whether the hire delivered the promised outcome.
Track which employees make the best referrals, which departments have the strongest networks, and cost-per-hire.
Turn your team into your best recruiters.
Internal job postings, employee referrals, recognition rewards, and full accountability. Hiring that starts with trust and ends with data.