Build an Internal US Hiring Signal & HubSpot Lead Engine for Our Sales Team

We are building a remote staffing and talent placement agency focused on helping US companies hire vetted international remote talent. We are looking for an experienced lead generation, CRM automation, data enrichment, and HubSpot specialist to help us build an internal hiring signal and lead intelligence workflow for our own sales team. This is not a public SaaS product. This is not a one-time lead list. This is not a generic data collection project. We want to build a compliant internal workflow that helps our SDRs identify which US companies to contact every day, why they are relevant, who the right decision-maker is, and how the lead should be handled inside HubSpot. The system should use compliant tools, approved APIs, licensed data providers, and permitted public business information only. We do not want any unauthorized scraping, platform abuse, spam, or collection of data in a way that violates the terms of any website or data provider. ⸻ Our goal Our sales team should be able to open HubSpot every morning and see fresh, qualified US companies that: * are actively hiring relevant remote or remote-friendly roles * match our ICP * are likely open to international or offshore talent * have a clear hiring signal * have a relevant decision-maker * include verified business contact data from compliant sources * are deduplicated * are ready for outreach The goal is to reduce manual research and give our sales team better timing, better context, and better lead quality. ⸻ Target market Our target market is the United States. We are mainly looking for US companies that are actively hiring remote or remote-friendly roles that could potentially be filled by vetted international talent. We are especially interested in companies that already show signs of being comfortable with international, offshore, remote, or globally distributed teams. ⸻ Relevant roles The system should focus on job openings that are commercially relevant for our staffing agency. Priority roles include: * AI roles * Engineering roles * Software developers * IT roles * Executive assistants * Operations roles * Customer support roles * Sales roles * Marketing roles * Finance roles * Admin / back-office roles * Other remote-friendly business roles We do not need every job posting. We only want roles that our agency can realistically help fill. ⸻ Hiring signal workflow We want to create a workflow that can identify fresh hiring signals from compliant and permitted sources. Possible sources may include: * approved job data APIs * licensed business data providers * company career pages where access is permitted * job alert tools * CRM-integrated data tools * enrichment platforms * other compliant and approved data sources The workflow should identify: * company name * company website * job title * job posting URL * job posting source * date posted or date found * job location * remote / hybrid / onsite status * department / function * seniority * commercial relevance * hiring signal summary Freshness is important. We do not want old, expired, or outdated hiring signals. ⸻ ICP qualification The goal is not to build the largest possible list. The goal is to identify US companies that are most likely to seriously consider vetted international or offshore remote talent. A company should qualify only if: 1. It is a US company or clearly operates in the US market. 2. It has an active job posting for a role we can fill. 3. The role is remote, remote-friendly, or realistically possible to fill remotely. 4. The role is commercially relevant. 5. There is evidence that the company may be open to international, offshore, remote, or globally distributed talent. ⸻ Offshore / international hiring evidence A key part of the workflow is checking whether the company is likely comfortable hiring internationally or offshore. Strong evidence may include: * international team members listed in compliant business data sources * public company statements about remote-first or distributed work * previous international hiring activity from permitted data sources * company pages showing a globally distributed team * use of contractors, EORs, or global employment platforms * other permitted public business signals showing openness to global hiring Important: Employees must be evaluated only based on stated professional information, such as location and role. We do not want assumptions based on name, appearance, ethnicity, or nationality. The strongest companies are companies that already show evidence of international or offshore team members in the same or similar function as the open role. ⸻ Lead priority tiers The workflow should classify leads into clear priority tiers. Tier 1: Best fit A Tier 1 company has: * US company * active remote or remote-friendly job posting * role we can fill * strong evidence of international or offshore hiring * international team members in the same or similar function * clear decision-maker * strong reason to contact now Example: A US SaaS company posted a remote Customer Support role and already shows evidence of international customer support team members. ⸻ Tier 2: Good fit A Tier 2 company has: * US company * active remote or remote-friendly job posting * relevant role * general international or distributed workforce * some offshore or international hiring evidence * limited same-function evidence ⸻ Manual Review A lead should go into manual review if: * the company has a relevant remote US job posting * the role may be a good fit * offshore or international hiring evidence is unclear * the lead could be valuable but needs human review before outreach ⸻ Reject A company should be rejected if: * the role is onsite * the role is hybrid with required office attendance * the job posting is expired * the role is outside our available talent categories * there is no realistic offshore or international hiring evidence * the role is legally restricted * the role requires security clearance * the role requires US work authorization * the role requires residence in specific US states * the role has regulatory restrictions * data quality is too low Remote US roles can still be considered if the posting says “US-based,” but they should receive lower priority if the posting explicitly requires US work authorization, state-specific residence, security clearance, office attendance, or regulatory restrictions. ⸻ Decision-maker identification For every qualified company, we want to identify the person most likely responsible for hiring, budget, or the department related to the open role. This should be done using compliant business data providers and permitted professional information only. Examples of relevant decision-makers: * Founder * CEO * COO * Head of People * VP People * Talent Acquisition Lead * Recruiting Lead * HR Director * CTO * VP Engineering * Head of Engineering * Head of Operations * Operations Manager * VP Sales * Head of Sales * CRO * Head of Customer Support * VP Customer Experience * Finance Lead * Department Head related to the open role The decision-maker should match the role. Examples: * AI / developer / engineering role → CTO, VP Engineering, Head of Engineering * Executive assistant role → Founder, CEO, COO * Customer support role → Head of Support, VP Customer Experience, COO * Sales role → Head of Sales, VP Sales, CRO, Founder * Operations role → COO, Head of Operations * Finance role → CFO, Finance Director, Head of Finance ⸻ Data enrichment Each qualified lead should ideally include: * company name * company website * company LinkedIn URL if available from compliant sources * company size * industry * location * job title * job posting URL * job posting source * date of job posting or date found * remote / hybrid / onsite classification * hiring signal * reason why this company is relevant * ICP qualification reason * offshore / international hiring evidence * tier classification * decision-maker name * decision-maker title * decision-maker professional profile URL if available * verified business email if available from compliant sources * business phone number if available from compliant sources * data source * date found * recommended SDR action ⸻ HubSpot integration We use HubSpot as our CRM. The workflow must push qualified leads directly into HubSpot. We want the system to create or update: * company records * contact records * lead records or deal records if recommended * custom properties * lead source fields * ICP qualification fields * hiring signal fields * SDR action fields Important HubSpot requirements: * avoid duplicate companies * avoid duplicate contacts * deduplicate by company domain, company name, company profile URL, email, and other unique identifiers * add the original job posting URL * add the job posting source * add the date the signal was found * add the hiring signal * add the ICP qualification reason * add offshore / international hiring evidence * add Tier 1 / Tier 2 / Manual Review classification * add decision-maker role * add verified email status * add business phone number if available * add recommended SDR action * assign leads to SDRs if possible * keep a clear audit trail of where the lead came from The end goal: Our SDRs should open HubSpot and immediately see: * who to contact * why this company is relevant * what job they posted * why they may be open to international talent * who the decision-maker is * what action to take next ⸻ Compliance requirements This is very important. We only want a compliant setup. Please do not apply if your solution requires: * unauthorized scraping * violating the terms of any platform or website * collecting data from sources where this is not allowed * spammy outreach * fake identities * fake accounts * bypassing rate limits * bypassing security controls * collecting sensitive personal information * using data that cannot legally or ethically be used for B2B outreach We are looking for someone who can recommend a safe and compliant way to build this workflow using approved tools, licensed data providers, APIs, and permitted business information. ⸻ Possible tools We are open to your recommendation, but possible tools include: * HubSpot * Apollo * Clay * ZoomInfo * People Data Labs * Clearbit or similar enrichment tools * approved job data APIs * Make.com * Zapier * n8n * Airtable or Google Sheets for QA / manual review if needed * email verification tools * phone enrichment tools * webhooks * lightweight internal dashboards * custom scripts where compliant and permitted We are not looking for someone who simply follows instructions. We are looking for someone who understands the business goal and can recommend the best compliant setup. ⸻ What we do not want Please do not apply if your solution is only: * buying a static lead list * exporting contacts one time * unauthorized scraping * manual research only * one-time CSV delivery * generic company research * unverified email exports * outdated databases * random contacts without hiring signals * leads that are not pushed into HubSpot * a solution with no deduplication * a solution with no quality control We are looking for a repeatable internal lead intelligence workflow. ⸻ Proof of concept first We would like to start with a small proof of concept before building the full system. For the proof of concept, we would like to test: * 1–2 compliant hiring signal sources * 1–2 target role categories * 50–100 qualified companies * decision-maker enrichment * business email verification * HubSpot push * deduplication * tier classification * manual review logic If the proof of concept works well, this can become a larger long-term project with ongoing improvements. ⸻ Ideal outcome The ideal version of the workflow would work like this: 1. A US company posts a relevant remote job. 2. The workflow identifies the job posting from a compliant source. 3. The workflow checks if the role fits our talent categories. 4. The workflow checks if the company has signs of offshore or international hiring. 5. The workflow identifies the right decision-maker. 6. The workflow enriches the decision-maker with verified business contact data. 7. The workflow removes duplicates. 8. The workflow pushes the lead into HubSpot. 9. The SDR sees the lead in HubSpot with a clear reason to contact. 10. The SDR contacts the company the same day. ⸻ Example lead Company: ABC Software Inc. Country: United States Hiring Signal: Posted “Senior AI Engineer” Source: Approved job data source / company career page where permitted Job Type: Remote US Role Category: AI / Engineering ICP Evidence: Company shows evidence of international engineering team members Tier: Tier 1 Decision Maker: CTO or Head of Engineering Business Email: Verified if available Business Phone: If available from compliant source HubSpot Status: New Lead Recommended Sales Action: Call / email today Reason to Contact: They are actively hiring for a role that can potentially be filled with vetted international talent ⸻ What we need from you Please apply with: 1. A short explanation of how you would build this workflow 2. Which compliant tools or data providers you would recommend 3. How you would find fresh US hiring signals 4. How you would identify remote or remote-friendly US roles 5. How you would check whether a company is open to offshore or international talent 6. How you would identify the correct decision-maker 7. How you would enrich and verify business emails 8. How you would enrich business phone numbers if available 9. How you would avoid duplicate companies and contacts 10. How you would push leads into HubSpot 11. How you would structure HubSpot properties and workflows 12. How you would handle manual review cases 13. Examples of similar systems you have built 14. Your recommended proof-of-concept scope 15. Your estimated timeline 16. Your estimated budget 17. Any limitations, risks, or compliance concerns we should know about We are looking for someone experienced, honest, and technically strong. If the first version works well, this can become a long-term project with ongoing improvements. ⸻ Screening Questions 1. Have you built a recurring lead generation or lead intelligence workflow before? Please describe it briefly. 2. Which compliant tools would you use for hiring signal monitoring, enrichment, deduplication, and HubSpot sync? 3. How would you find fresh US job postings without violating platform terms? 4. How would you identify remote or remote-friendly US roles? 5. How would you check whether a company is likely open to offshore or international talent? 6. How would you identify the correct decision-maker for a specific job posting? 7. How would you verify business emails? 8. How would you find business phone numbers from compliant sources if available? 9. How would you prevent duplicate companies or duplicate contacts inside HubSpot? 10. How would you structure the HubSpot fields / custom properties? 11. Can you build a small proof of concept before the full system? 12. What parts of the workflow would be automated, and what parts would still need manual review? 13. What are the main risks, limitations, or compliance concerns with this type of system? 14. What would your recommended first version look like?