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Deel — global EOR/compliance
Use when you need local compliance fast: country-specific contracts, statutory benefits, and clean tax treatment. Ideal when speed matters or you don’t have an entity.
Wise / Brex — global payouts & spend
Founder tip: “Pick a regular payroll schedule and write down how comp works, then share it with your team. When people know when and how they’ll get paid, they stop asking. It saves you time and gives everyone peace of mind.” – Benjamin Moróne, Founder & CEO, Zabota
Greenhouse / BambooHR / Join.com — ATS + HR backbone
How to run it: Use any ATS to build a structured hiring system early: scorecards, interview stages, and clear decision-making criteria. When this is set up once, you’ll never start from scratch again. Every hire gets faster, cleaner, and less reactive.
Toggl Track — time
Track time against deliverables (not vague buckets). Use project codes tied to outcomes. You’ll spot bottlenecks without micromanaging.
Slack / Zoom — comms
Default to async. Name channels clearly, ban DM decisions, and keep a single source of truth for docs. Set a weekly KPI review cadence so updates don’t get buried in chat.
TestGorilla — screening
Run role-specific assessments early. Then stack our signal tests: short writing sample, quick video intro, async problem-solving, and references. You’ll see how they work, not just how they talk.
Lattice — performance
Translate the 30/60/90 into quarterly goals. Lock review rhythms. Tie feedback to KPIs, not opinions. This keeps ownership clear and prevents the Week-3 wobble.
Airtable — workflow OS
Your team’s control room. Roles, SOPs, briefs, hiring pipeline—one place. We ship an Airtable onboarding kit so new hires deliver without hand-holding.
Loom — async onboarding
Record bite-size SOPs: “how we do X,” “how we decide Y.” It collapses ramp time and protects founder calendars.
1Password / Okta — credentials + SSO
Provision on Day 1. De-provision in minutes. Centralize secrets, reduce risk, and avoid the late-night “who has access?” scramble.
Miro — whiteboarding
Strategy jams, roadmaps, design reviews. Link boards from Airtable so context travels with the work.
Bonusly — recognition
Peer micro-rewards drive the behaviors you want repeated. Recognition is a system, not a vibe.
1. Define the role clearly → Use Airtable to draft the scorecard (30/60/90 outcomes).
2. Write a strong Job Description → Store templates in Airtable, attach proof tasks, and publish through Greenhouse/Join.com.
3. Build a simple hiring flow → Greenhouse stages + TestGorilla for screening.
4. Source globally → Post via Join.com, track in Greenhouse, and manage outreach in Airtable.
5. Interview smart → Run structured calls in Zoom, manage candidate notes in Greenhouse.
6. Onboard fast → Ship an Airtable onboarding kit + Loom videos.
7. Set up systems →- Lattice for performance reviews.- Slack/Zoom for comms.- 1Password/Okta for secure access.- Miro for strategy/design sessions.- Bonusly for recognition.
8. Payroll & payouts → Deel if you need compliance/EOR; otherwise pay directly via Wise/Brex.
Having the right remote hiring tools is a game-changer, but tools don’t replace judgment.
We’ve seen founders set up Deel, Greenhouse, Airtable, and Slack perfectly… and still struggle because they filled the pipeline with average talent.
The truth is:
That’s why U.S. founders hiring in LATAM & EU see the biggest wins when they combine both:
Get that combination right, and you don’t just run a remote team, you build a system that compounds.
Looking to hire world-class talent without middleman payroll fees?
Hire pre-vetted talent for any role, direct-hire, no monthly retainer.
