You will get a vetted shortlist of qualified remote candidates with screening notes
Project details
Most "recruiters" hand you a list of names and call it done. That's sourcing, not recruiting — and it's why a full LinkedIn search so often turns into zero good hires. The work isn't finding people. LinkedIn is full of people. The work is filtering fast and defending the shortlist.
I run recruiting operations for a living: 16 years in customer service and operations, with a sourcing-and-vetting pipeline I've used to take hundreds of candidates down to small, qualified shortlists. For your role, I'll source against your exact criteria, screen against your must-haves, and deliver a shortlist where every candidate comes with a short write-up: experience, strengths, and a fit score. You'll know why each person made the cut, and, just as important, why the rest didn't.
How it works:
Starter: a raw, sourced list of candidates matched to your role. Names and profiles, no screening. For clients who just want a pipeline to work themselves.
Standard: a vetted shortlist. Screened against your criteria, each candidate summarized. This is what most clients want.
Advanced: vetted shortlist plus a short intro screen and ranked hiring notes. For roles where a bad hire is expensive.
I run recruiting operations for a living: 16 years in customer service and operations, with a sourcing-and-vetting pipeline I've used to take hundreds of candidates down to small, qualified shortlists. For your role, I'll source against your exact criteria, screen against your must-haves, and deliver a shortlist where every candidate comes with a short write-up: experience, strengths, and a fit score. You'll know why each person made the cut, and, just as important, why the rest didn't.
How it works:
Starter: a raw, sourced list of candidates matched to your role. Names and profiles, no screening. For clients who just want a pipeline to work themselves.
Standard: a vetted shortlist. Screened against your criteria, each candidate summarized. This is what most clients want.
Advanced: vetted shortlist plus a short intro screen and ranked hiring notes. For roles where a bad hire is expensive.
Target Country
Worldwide, United StatesWhat's included
| Service Tiers |
Starter
$45
|
Standard
$120
|
Advanced
$275
|
|---|---|---|---|
| Delivery Time | 3 days | 5 days | 10 days |
Candidate Screening | - | ||
Interview Consulting | - | - | |
Recruiting Process Consulting | - | - |
Frequently asked questions
About Malek
Mr.
Alexandria, Egypt - 9:16 pm local time
Most sourcers hand you a stack of resumes and disappear. I've been on the client side of that transaction for six years. I know how expensive a bad hire is, how much time a bloated shortlist wastes, and why "looks great on paper" and "actually works out" are two different candidates. That's the difference I bring.
What I do:
End-to-end sourcing: LinkedIn Recruiter, Boolean search, and structured outbound to passive candidates who aren't scrolling job boards
Screening and shortlisting: you interview 3 to 5 people worth your time, not 30 maybes
Role and offer calibration: I pressure-test the job description before we source, so we're hunting for someone who actually exists at the budget you have
Repeatable pipelines: I build a sourcing system you can reuse, not a one-off scramble that leaves you back at zero next quarter
Roles I source strongest for: customer support and success, virtual assistants and operations, remote-first generalists, and early-stage startup hires where one person wears several hats. If you're a founder or small team that can't afford a mis-hire, I'm exactly what you need.
How I actually work:
I start by understanding the role behind the role, not just the title, but what this person needs to own, whom they report to, and what "success in 90 days" looks like to you. Then I source, screen, and shortlist, and I tell you plainly when a requirement is unrealistic or when a candidate has a flag you should know about. I'd rather lose a placement than send you someone I wouldn't hire myself.
Communication: I over-communicate on status, I work comfortably across US and Canadian time zones, and I don't go quiet mid-search. You'll always know where the pipeline stands.
Background: 16 years in remote operations total, 10 in customer service and team leadership, 6 running placement and staffing operations end to end. I've built vetting processes, managed delivery, and handled the messy human side of remote work that most recruiters never touch.
If you need someone who can find the right people and also understands what happens after the hire, message me. Tell me the role you're struggling to fill, and I'll tell you honestly whether I can help.
Steps for completing your project
After purchasing the project, send requirements so Malek can start the project.
Delivery time starts when Malek receives requirements from you.
Malek works on your project following the steps below.
Revisions may occur after the delivery date.
Align on the brief
Confirm the role, must-have criteria, timezone, and budget from your intake answers. I flag anything ambiguous before sourcing so we don't waste a cycle on the wrong profile.
Source
Search LinkedIn and niche talent pools for candidates matched to your exact requirements. I cast a wider net than the final count, so the shortlist survives real filtering.