How NEON does referencing

In the interests of transparency, we want to be clear to applicants for jobs at NEON that, for candidates invited to second interview stage, we do referencing in three different ways:

  1. Formal referencing: in our job application forms, we request that candidates supply us with two referees – one of them must be your most recent manager / point of accountability and one must be a peer or someone you manage
  2. Movement feedback: it is essential that candidates align with our mission, our commitment to anti-oppression and our values. Without this, difficult situations can arise for people participating in NEON trainings, other staff members and members of our network. We therefore check with trusted people in the movements we work with closely with to see if they have any experience of working with candidates, and if so what that experience was, and consider this feedback as part of the recruitment process
  3. Social media checks: in line with our anti-discrimination principles, we also check candidates’ social media profiles for further information on alignment with NEON’s commitment to anti-oppression and our values.

Appointment is subject to the above formal references, movement feedback and social media checks, which are only completed for candidates who are invited for a second interview. We won’t make a final offer until we are satisfied with these, so no candidates should give notice to their current employer until we make a final offer. This referencing process has been reviewed and approved by employment lawyers, but if you have any questions or concerns, please drop us a line at