What People Are Saying About EmployeeReferrals.com

If you’ve ever launched (or tried to revive) an employee referral program, you know the feeling: you’ve got the incentives, you’ve got leadership buy-in (maybe), you’ve got a slick intranet post… and yet participation is still somehow stuck in “we’ll get to it later” mode.

So instead of telling you what we think about EmployeeReferrals.com, let’s do something more fun. Let’s take a walk through what real users say.

This blog is a guided tour built from feedback shared publicly on G2 and Capterra. Along the way, you’ll see the themes that show up again and again: ease of use, faster sharing, better tracking, strong support, and the “this actually helped us hire” moments that make referral programs worth it.

The lobby: the “overall vibe” before we even start the tour

When you skim reviews, there’s usually a pattern: either people are politely neutral, or they have feelings.

Here, you’ll notice a lot of “this is simple,” “this is easy,” and “this works like you’d expect.” And the ratings back that up. On G2, EmployeeReferrals.com shows a 4.8 out of 5 stars rating. On Capterra, EmployeeReferrals is listed with an overall rating shown as 4.6 out of 5 stars based on 74 reviews.

Now, grab your imaginary museum map. Our first exhibit is the one every referral program lives or dies by.

Stop 1: “I actually know how to use this” (ease of use)

Picture a busy employee named Jordan. They’re not in HR. They’re not in recruiting. They’re just trying to do a good thing for a former coworker… in between meetings.

This is where a streamlined system really shines.

One Capterra reviewer put it simply: “This site is extremely user-friendly… a great tool… to easily submit referrals.”

Over on G2, another reviewer said the platform is “very user-friendly and not complicated to use,” and that you can “easily see the open jobs and their corresponding rewards.”

And that’s the quiet secret of referrals: the best program is the one employees can use without needing a training session or a help desk ticket.

Stop 2: The hallway of sharing (when referrals move at the speed of texting)

Now we round a corner and the vibe changes. This wing is all about momentum.

A G2 reviewer described how employees can share a job posting with their “network, family, and friends quickly,” and called out the QR code tied to each employee that makes it “easy to trace employee referrals.”

That same “fast sharing” theme shows up on Capterra too. One reviewer highlighted being able to send candidates “a direct link to specific jobs and see if they have applied.”

In story form, this is the moment when Jordan doesn’t have to say:“Hey, go to our careers site, then search, then filter, then—actually wait—try a different keyword…”

Instead, it becomes: “Here. This link. This job. You’re going to like it.”

That’s the difference between a referral program that’s technically available and one that actually gets used.

Stop 3: Tracking (because “Did they apply?” should not be a mystery)

If you’ve ever run a referral program, you know the emotional arc:

1. Employee submits referral

2. Employee asks “Any update?”

3. Recruiter says “Let me check…”

4. Everyone forgets

5. Awkwardness forever

This is why tracking shows up in reviews so often.

A Capterra reviewer said the product is “very helpful” for sending applicants direct links and tracking whether they applied. Another reviewer called out that it’s “easy tracking of candidates to ensure placement.” On G2, a reviewer praised the reporting and analytics as “very easy to use and read.” And another said it helped them “manage our referrals and track who needs to be given rewards.”

This is the part of the tour where referral programs stop feeling like a black box and start feeling like a real, measurable channel.

Stop 4: The “someone actually picks up” room (support and partnership)

Now we enter the section most software companies wish their customers would talk about… and many don’t. But here, people do.

On G2, a reviewer said they valued the help from the Employee Referrals team in creating internal emails, adding: “My questions are always answered quickly,” and the team was willing to hop on calls to help build campaigns. Another G2 reviewer described customer service as “always available,” “super friendly and helpful,” and noted the team presented to groups within their organization when asked. And one review on G2 specifically mentioned monthly updates and reports from account managers being helpful.

In the story, this is the moment where your referral program stops being “one more tool” and starts feeling like a program you can actually run with confidence—because you’re not running it alone.

Stop 5: The “this led to a real hire” finale

Every tour needs a final room that makes you pause. This is that room.

One G2 reviewer shared they were hired through a connection using Employee Referrals and said the application process was “seamless and very easy,” adding that they “ended up getting the job” and it led to “many years” in a great career.

A different G2 reviewer summed it up in a way that feels like the best kind of product compliment: “Pretty slick, works as described.” They noted it was easy to sign in, the system sends an email/text to the person referred, and it’s simple for them to apply.

These are the moments referral programs are supposed to create: real human connections that turn into real hires, without friction.

The recurring themes, stitched together

As you step back and look at the full exhibit, the most common “what people are saying” themes cluster into a few buckets:

Ease and clarity for employees

People repeatedly describe the experience as user-friendly and uncomplicated.

Fast, practical sharing

Links and QR codes come up as “make it easy” tools that speed up the referral flow.

Visibility into outcomes

Reviews point to tracking, analytics, and knowing whether referrals applied or rewards are due.

Strong support

Multiple reviewers highlight responsive help, campaign support, and availability.

Real hiring impact

From better applicant quality to a seamless process that ends in someone getting hired, the “it worked” stories show up clearly.

The invitation (your story could be next)

If you’re reading this while your referral program is sitting in that awkward middle zone—where you know referrals work, but participation is inconsistent—consider this your nudge. Not a “trust us” nudge. A “look at what your peers are already saying publicly” nudge. And if you want to write the next chapter, we’d love to help you build a referral program that employees actually use. Schedule a tour today.