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Post a JobHiring internationally can expand your talent pool and help you connect with candidates who bring different skills or experience. With a well-planned international hiring process, you can increase your chances of connecting with top talent and finding the right match.
In Indeed’s guide to hiring internationally, we discuss what matters most so you can build a hiring process that is clear and candidate-focused.
Hiring internationally can help address common challenges in recruiting, especially when local talent is limited or highly competitive. Hiring abroad may also support your long-term business goals, such as expanding into new markets or building a more inclusive workforce.
Here are a few ways employers might benefit from opening roles to candidates outside their country:
When local candidate supply is limited, opening a role to international applicants can help you access a broader talent pool. With the right job posting strategy, a wider reach may lead to more quality applicants and potentially shorter hiring timelines.
Hiring outside your country can introduce new ways of thinking shaped by different educational or workplace experiences. This may encourage new approaches to problem-solving and a culture of innovation within your organization.
Certain roles require technical expertise or language skills that may not be widely available in a single region. Opening roles to international candidates can potentially make it easier to find applicants with skills that are challenging to hire for, especially for emerging or highly specialized roles.
Recruiting candidates from different regions or backgrounds may support a more inclusive workplace over time. When backed by inclusive practices, international hiring can help teams become more open to different ways of working.
International hires may bring regional insights that inform customer service, marketing or product development. Local knowledge can be especially useful when entering new markets or strengthening existing operations in other parts of the world.
Posting a job for candidates outside your country may involve additional steps than posting a job locally. Factors like time zones, languages and legal work eligibility often play a role in how you write and post these job descriptions.
A post that clearly states what the role requires and who it’s open to can help attract quality candidates.
Here are three steps to consider when setting up a job post for international candidates on Indeed:
It can be useful to consider which skills and qualifications are most important for the role. Some employers also consider whether the position needs to be location-based or remote and if any language or legal work requirements apply.
Indeed job postings may be more likely to show up in search results when they include clear job titles and relevant keywords. When posting jobs for candidates abroad, it may help to include details about team culture, visa support or scheduling expectations so applicants can quickly assess fit.
On Indeed, job visibility is tied to the location selected during the posting process. To reach candidates in a specific region or country, you can select that location directly when setting up the listing.
For remote roles, it can help to clarify whether any location restrictions apply. For example: “This role is remote but requires availability during Singapore business hours and legal authorization to work in the EU.”
Hiring internationally can involve extra steps, like reaching candidates in the right location, screening across time zones or communicating your company culture to people who have never been to your workplace in person.
No matter your company size, Indeed offers several tools that can support these parts of the process.
Job postings
Location targeting matters. Posting a job on Indeed makes it easier to reach the right candidates in the right places. You can choose where the post appears, such as by country, region or city, and add details like language, time zone expectations or remote eligibility.
Clarity like this in job postings can help international applicants quickly understand whether the role fits their situation.
Indeed Smart Sourcing
In some cases, you may seek out job seekers directly.. Indeed Smart Sourcing helps employers search for talent proactively, using filters like location, skills and experience to find people who match their criteria.
This can be especially helpful for international roles where the right candidates might be working in another country.
For instance, you might be hiring a remote product manager fluent in both English and Japanese. Smart Sourcing can help surface candidates who meet those criteria even if they haven’t seen your job post.
Indeed Interview
Scheduling interviews across countries can be time-consuming. With Indeed Interview, you can conduct virtual interviews directly on the platform, with no added tools needed. It works well for live video interviews and helps keep the hiring process moving, no matter the time zone.
Employer Branding Hub
Candidates in other countries may not be familiar with your company culture, but The Employer Branding Hub can help you showcase what it’s like to work at your organization. Sharing values and employee stories can help international candidates feel more confident about applying.
Hiring across countries introduces added complexity but also added opportunity. From legal requirements to time zone logistics, the process might look very different than hiring locally. These best practices can help employers manage the operational details, support a strong candidate experience and stay compliant across regions.
Here are seven best practices to consider when hiring internationally:
Let’s explore each in more detail.
International hiring often means navigating different expectations around pay, benefits and relocation support. A well-rounded offer can reduce barriers and make it easier for candidates to say yes.
Consider things like:
Base compensation
You could research salary benchmarks in both your country and the candidate’s. Ensuring fair compensation may lead to fewer negotiation hurdles and a smoother hiring process.
Relocation budget
If the role requires relocation, offering help with housing, flights or temporary lodging could help them while they adapt to a new country.
Visa sponsorship
When a visa is required, being clear about the process from the start might help candidates feel more confident moving forward. For example, you might explain whether your company contributes to the visa application costs or provides any legal support.
Remote work options
Consider offering remote work options, especially if the candidate prefers to remain in their home country or if relocation is not feasible.
Health insurance
Since health coverage can be country-specific, you might explore plans that work for international hires or consider providing stipends so they can arrange private insurance.
Housing allowance
In areas with a high cost of living, housing support might be a deciding factor for a candidate deciding between offers, or even deciding whether to move at all.
Tax assistance
Consider offering access to tax advisors or covering initial setup to help employees understand international tax requirements. Using specialized accountants may help employees when navigating taxes abroad.
Partner or family assistance
If the candidate is relocating with a partner or family, consider offering assistance with job searching, language training or other support services.
Even small communication gaps can create confusion or cause delays when candidates are located abroad. Differences in time zones and interview expectations can affect how candidates experience your process and whether they stay engaged.
Here’s what can help make a difference:
Prepare thoughtfully
Interview formats, expectations and timing should be communicated clearly in advance. Consider explaining how the interview process works across different time zones or stages so the candidate knows what to expect.
Some employers also offer basic cultural training for interviewers to help reduce bias and support a more consistent experience for candidates in different regions.
Be aware of time zones
Scheduling flexibility can make a big difference when candidates are in another region. To accommodate this, you might offer multiple interview times or use tools that automatically adjust for local time zones.
Use universal language
To support inclusivity in your hiring practices, consider using universal terms and straightforward language to help candidates better understand the role and process.
Use translation services
If the candidate’s first language isn’t the same as yours, using professional translation services during the hiring process can reduce confusion and help set expectations clearly from the start.
Respond promptly
Candidates in different regions may be juggling time differences, travel requirements or visa questions. Timely updates, even brief ones, can help them stay informed and reduce uncertainty.
Share feedback where possible
You may not be able to provide feedback after an interview, but when it’s possible, even a few thoughtful notes can help candidates feel respected.
Resumes can look very different depending on where they’re from. Without the right context, it can be easy to misinterpret formatting, education or job titles. A more informed review process can help surface strong candidates who might otherwise be overlooked.
You might want to consider:
Education
If a degree looks unfamiliar, you can use credential comparison tools to understand how it aligns with your local system. Consider keeping a simple reference sheet for common degree types by region to make screening faster.
Experience
Titles don’t always mean the same thing in every country. Instead of relying on the job title alone, consider looking at the size of the company, the type of work they did and how long they stayed in each role. If you notice any inconsistencies, a quick clarification in the interview can usually clear it up.
Certifications and licenses
Not all certifications are recognized internationally. For roles that require specific credentials, check if there’s an equivalent in the candidate’s region or if they’d need to complete additional steps before starting.
Hiring internationally often comes with legal requirements that don’t show up in domestic hiring. It can help to bring in legal or compliance partners early to be as prepared as possible.
Here are some things to think about:
Work permits and visas
Each country has its own rules around who can work and how they get permission to do so. You might try mapping out the visa options and timelines as soon as you know the hire will be international, especially if the process involves employer sponsorship.
Local labor laws
Rules around working hours, pay, benefits and termination vary widely by country. If the employee will be based outside your own, ensure that your offer and employment terms align with local regulations before anything is finalized.
Employment contracts
Standard templates might not work from one country to another. You could consider drafting contracts that reflect the legal requirements of the employee’s country, not just your own. That may include specifics around holidays, pay cycles or required notice periods.
Data privacy
Collecting candidate data across countries often means handling personal information under different privacy laws. Depending on where the candidate is based, you might need to get specific consent or follow stricter data handling rules, like those under GDPR.
Anti-discrimination and fair screening
Laws around hiring fairness vary, but avoiding potentially discriminatory questions or filters is a good baseline. You might review your interview process or screening questions to make sure they follow both your country’s laws and those of the candidate’s.
Documentation
Consider keeping records of how hiring decisions are made for international roles. If questions come up later, clear documentation around how a candidate was evaluated and selected might help clarify any misunderstandings.
Tax compliance
Hiring someone in another country may affect tax obligations for the candidate and your company. Consider bringing in a tax advisor to confirm how payroll, income tax or social contributions should be handled in both locations.
If your new hire needs to move for the role, planning ahead can make the process easier for everyone. A clear relocation plan helps set expectations and supports a smoother transition when immigration steps are involved.
You might want to think about:
Visa process guidance
Consider mapping out the visa steps early on and sharing them with the candidate, along with any timelines or document requirements. Even a simple checklist can help reduce confusion and avoid delays.
Legal counsel
Consider checking in with immigration counsel as soon as relocation becomes likely. They can help confirm what’s possible, what’s required and where the risks might be.
Relocation assistance
Support can vary based on budget and the move itself, but you might offer help with housing searches, short-term accommodations or local services. Some employers also provide a relocation allowance or cover costs directly.
Cultural onboarding
To help the employee settle in, you could share basic info about workplace norms, communication styles or local customs. Some companies offer language training or pair new international hires with teammates who’ve relocated before.
International hiring isn’t static. Laws change, talent markets shift and what works well in one region might not in another. It can help to check in on your process regularly to make sure it’s still working for you and for candidates.
Some things to revisit regularly include:
Tracking key metrics
Recruiting metrics like time to hire, offer acceptance rates can show where your process is working and where it might be falling short.
If you’re seeing low application volume in certain regions, it could mean your post isn’t showing up where it needs to. If offers are being declined, the issue might be with compensation, visa timelines or relocation terms.
Gather feedback
Checking in with both hiring managers and new hires can offer insight into what felt unclear, what slowed things down or what made the hiring process easier. A short survey or informal conversation might surface patterns worth addressing.
Staying updated
International hiring often means dealing with changing immigration rules, labor laws and remote work policies. Following regional HR news and checking in with your legal team can help you stay ahead of changes that might affect your process.
Adjusting your approach
When something isn’t working, it can help to make one targeted change and see how it affects results. That could mean updating the location field, simplifying the job description or shifting interview availability across time zones.
A little planning goes a long way when you’re hiring across borders.
With a clear process and the right hiring tools, you can improve the candidate experience and help your organization connect with top international talent.
This article is based on product information available at the time of writing, which may change at any time. Indeed does not guarantee that this information is always up-to-date. Please seek out your CS/Sales rep for the latest on this topic.
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