Toptal: Hiring, Background Check & Employment Verification FAQs

Toptal describes itself as the largest fully remote workforce globally. Its careers page says the company has more than 1,000 core team members in more than 70 countries, with operations in many more, and its stated purpose is to connect the world's top talent with the world's top organizations. Its website describes the business as an exclusive network of freelance AI experts, software developers, designers, marketing experts, management consultants, product managers, and project managers that companies hire for important projects.

Toptal's own timeline shows how the network grew beyond engineering. The company says it expanded to include finance experts and management consultants, then product and project managers, and it has added specialist talent networks through acquisitions, including Graphite, No Single Individual, Adeva, and QO Collective. It has also launched ExpertCrowd, a platform for training and improving AI models through work such as data labeling and model evaluation, powered by its talent network.

Toptal's careers pages do not point to a central office. Instead they say that a fully remote workforce needs only wifi and a laptop, and that team members can work from home, a cafe, or anywhere else. Core team openings are grouped by function, including business analytics, executive, marketing, people, and sales and client services, and the roles are labeled either US-based or internationally based.

Company culture and employee programs:

Toptal's careers page says life at the company revolves around core values of innovation and strong execution. Benefits it highlights include working remotely, a flexible time off policy for core team members, paid sabbatical leave after five years, and sponsored conferences, coworking days, workshops, and networking events. Details may vary by role, country, and whether someone joins the core team or the freelance network, so candidates should confirm specifics during the hiring process.

Yes. Employers in the talent marketplace and professional staffing industry, including Toptal, are legally permitted to run pre-employment background checks, provided they follow the FCRA and other applicable laws. Because Toptal hires core team members in many countries and works with freelancers worldwide, the rules that apply may differ by country. In the United States, the Fair Credit Reporting Act (FCRA) sets requirements around candidate consent, disclosure, and adverse action procedures. Other countries have their own employment and privacy laws that govern how employers may use background check information.

Toptal may run background checks for some roles, but its careers pages do not publish a detailed screening policy. Toptal says every applicant to its freelance network is rigorously tested and vetted, which describes skills screening, and core team hiring is a separate path. For a company that connects clients with professionals, identity and credential checks are a common part of onboarding. Whether and how a background check applies may vary by role, client, and country.

The Toptal hiring process runs on two paths: one for core team members and one for freelancers who join its talent network. Core team candidates typically apply through the open roles on the Toptal careers page, which lists openings by function and by US-based or internationally based roles, and may then interview with recruiters and hiring managers. Toptal says it reviews every application and reaches out when a candidate looks like a match. Freelancers apply separately to join the network. Candidates who receive an offer may be asked to consent to a background check or identity verification before starting, and steps may vary by role and country.

A Toptal background check can take anywhere from a few business days to longer, depending on the searches ordered and the countries involved. Candidates with records in several jurisdictions, or who have lived and worked abroad, may wait longer because courts and agencies respond at different speeds. Candidates who want to understand typical timelines in more detail can review background check turnaround times.

The components of a Toptal background check are chosen by the employer or the client and may vary by role and country. For a core team or freelance position, a check may include some or all of the following:

Candidates should review the disclosure and consent forms provided during hiring to see which searches apply to their role.

Toptal has not published a drug-testing policy, and drug screening is generally less common for fully remote professional roles. Where a client or a country requires a screen, the requirement may vary by role. Candidates should ask the recruiter what applies to their position.

The lookback period for a background check depends on the type of search and the laws of the state or country where the candidate lives or worked. In the United States, the FCRA generally limits consumer reporting agencies from reporting most negative information older than seven years, with certain exceptions for higher-salary positions and specific record types such as convictions. Some states have stricter limits. Candidates with records in multiple jurisdictions may see different lookback windows applied to different searches within the same report.

Toptal has not published a policy on candidates with felony records, and decisions are typically made case by case. Factors that may matter include the nature of the offense, how much time has passed, and the duties of the role, such as access to client systems or financial data. In the United States, many states and cities have enacted "ban-the-box" laws that limit when employers can ask about criminal history. Because Toptal hires in many countries, local rules may differ. Candidates are encouraged to answer questions honestly.

Candidates applying to Toptal will typically be asked for written consent before a background check begins. They should be ready to provide their full legal name, date of birth, and address history, and for US-based candidates a Social Security number. International candidates may be asked for other identity documents, depending on the country. Accurate information helps searches run in the right jurisdictions and can prevent delays.

The Fair Credit Reporting Act is a US federal law that governs how consumer reporting agencies collect, use, and share background check information. Under the FCRA, employers must obtain written consent before running a background check, provide a copy of the report and a summary of rights if they intend to take adverse action based on the results, and allow the candidate an opportunity to dispute inaccurate information before a final decision is made. For a detailed overview of how the FCRA applies to background checks, visit Fair Credit Reporting Act (FCRA).

Not necessarily, since the two groups follow different processes and Toptal has not published a screening policy for either. Core team members are hired as Toptal staff, while freelancers join a network of independent professionals after Toptal's testing and vetting. A background check for a freelancer, where one applies, may be requested by Toptal or by a client, and the scope may vary by engagement and country.

Remote hiring can change which checks are used, because candidates work from many countries. Toptal is a fully remote company, so identity verification and country-specific record searches may matter more than a local office visit. Candidates may be asked for documents that help confirm identity and work history, and the searches ordered may depend on where the candidate has lived and worked.

Running a personal background check with Checkr lets you preview what Toptal may see and help you identify potential inaccuracies before they affect your job application. In one secure report you can review:

Create your report in minutes at Checkr Personal Background Checks. To showcase verified credentials proactively, build a free Checkr Profile you can share with recruiters, hiring managers, or potential employers.

Check your report status in the Candidate Portal. Or, visit the Checkr Help Center for FAQs, dispute steps, and to contact support.

The resources and information provided here are for educational and informational purposes only and do not constitute legal advice. Always consult your own counsel for up-to-date legal advice and guidance related to your practices, needs, and compliance with applicable laws.