Does Remote — Global mean we can hire in every country?

No. It means the role may be considered for candidates outside your main hiring country, subject to your company’s ability to employ, contract, sponsor, or support that person’s location.

Should we use Remote — Global if sponsorship is not available?

You can, if candidates outside your main country can still be considered, but make the work-authorization position clear with a label such as No sponsorship available or Must already have right to work.

Is this legal advice?

No. This guide is general information to improve role clarity. Employers should speak with qualified immigration, legal, tax, payroll, or EOR advisers for specific decisions.

Sign in

Back to employers

Before you mark a role as globally remote

Remote hiring can help employers reach a wider talent pool, including international candidates.

But a role should only be marked as globally remote if candidates outside your main hiring country can genuinely be considered.

This guide is designed to help employers describe remote roles more clearly and avoid misleading candidates. It is general information only and should not be treated as legal, tax, immigration, or payroll advice.

Last reviewed: 2026-05-28

Create a clear job post

What Remote — Global should mean

On Global Sponsor Hub, Remote — Global should generally mean that you are open to considering candidates based outside your main hiring country.

It does not mean you can hire in every country, sponsor every visa, or support every employment structure. It does mean the team has thought through international candidate eligibility and is not using “remote” to mean only “no office”.

When to choose a more specific option

Choose a more specific location or eligibility label if the role is remote within one country only, remote within a region only, limited to existing local work authorization, available only in payroll/entity countries, contractor-only, or unclear internally.

Clear labels reduce unsuitable applications and help candidates avoid discovering eligibility limits late in the process.

Checks before posting

Before posting, check whether you can hire someone based outside your main country, whether candidates need existing work authorization, whether visa sponsorship is available, and whether the role is employee-based, contractor-based, or supported through an Employer of Record.

Also confirm any country, region, time-zone, salary, or benefit restrictions before candidates invest time applying.

Suggested wording for job descriptions

If the role is globally remote: “This role is open to candidates based internationally, subject to our ability to employ or contract in the candidate’s location.”

If sponsorship may be available: “Visa sponsorship may be considered for eligible candidates, depending on role requirements and location.”

If sponsorship is not available: “Applicants must already have the right to work in [country]. We are unable to provide visa sponsorship for this role.”

If the role is contractor-only: “This is a remote contractor role. Candidates may be based internationally, subject to local contracting requirements. Visa sponsorship is not provided.”

Need specialist support?

If you are unsure whether your company can employ, sponsor, or contract with candidates in another country, you may need qualified support.

Depending on the situation, that could include Employer of Record, global payroll, immigration, relocation, contractor compliance, legal, or tax specialists. Global Sponsor Hub may feature trusted partners in these categories, but employers should verify advice and contracts directly with qualified providers.

What's next

Common questions

Does Remote — Global mean we can hire in every country?: No. It means the role may be considered for candidates outside your main hiring country, subject to your company’s ability to employ, contract, sponsor, or support that person’s location.
Should we use Remote — Global if sponsorship is not available?: You can, if candidates outside your main country can still be considered, but make the work-authorization position clear with a label such as No sponsorship available or Must already have right to work.
Is this legal advice?: No. This guide is general information to improve role clarity. Employers should speak with qualified immigration, legal, tax, payroll, or EOR advisers for specific decisions.