Candidate Sourcing & Screening Checklist

Objective: Build a global pipeline of A-players — fast.

Filter for execution, not fluff. And hand off to Deel or Multiplier for instant, compliant onboarding.


  1. Source Globally. Hire Without Borders.

“Top talent doesn’t live down the street. They live online. And they’ve already worked across 3 time zones by the time your HR rep logs in.”

Start where elite operators live — not just job boards:

LinkedIn → Filter by past outcomes, not just titles. Find who’s built what you need done.

Wellfound (AngelList Talent) → Startup-native builders who ship fast.

RemoteOK / WeWorkRemotely → Remote-first pros who know async.

Niche hubsDev.to, UXJobsBoard, IndieHackers, NoCodeDevs — where specific skillsets shine.

Ghost hiring → Watch who your competitors are poaching — then reach out directly.

Deel and Multiplier let you hire in over 150 countries legally. You can source globally because you can hire globally. No entities. No borders. Just scale.

🧠 Pro move: Start with 3–5 countries with low risk, high talent density. Use our “Country Notes” doc to choose the right ones.