remoterocketship.com
A dev friend of mine in South Africa was recently searching for a remote job and was complaining how most companies will only hire you if you're based in certain countries. So I ended up putting together this list of companies that I found that don't care where you're based.
I hope it's useful!
As far as I can tell this just links through to the actual job postings, which may or may not be compliant.
It will be an interesting transition period. I remember job ads telling Colorado residents they need not apply, but if you emailed them I bet it would have been fine.
Dunno about that. I am currently employed in a remote role at a huge company. I can move anywhere I want in the USA, except Colorado.
https://app.leg.wa.gov/RCW/default.aspx?cite=49.58.110
Since aggregators aren't "job postings", I am guessing at least for WA, the website is compliant, but if you click through to the job postings, then the salary range is not published there either [0]. Should an aggregator be allowed to publish illegal job postings?
[0] - https://www.remoterocketship.com/company/10up/jobs/senior-we...
Should residents of states where the linked job posting is non-conformant assume that the job posting is not targeted at them, otherwise the job poster would have complied?
After all, the job listing said nothing about Washington state.
As an example, Discogs.com [0] explictly states the states where you can remote from. "This is a remote position. Open to candidates located in OR, WA, CA, CO, ID, AZ, TX, IL"
By not disclosing a salary range these companies would only cut off three states of ONE country.
Also, I'm pretty sure that if most of these companies disclosed the salary range it wouldn't be interesting for people living in the states in question.
What seems like an entry level salary for people in California, Washington, New York or Colorado is actually a great salary in pretty much 90% of the world. It shouldn't be a surprise that there are companies which decide to draw from the talent pool of this other 90% of the world.
Of course, it would still be nice if all companies started disclosing the salary range. I'd just be a bit more careful with strong statements like "this isn't a winning strategy" when talking about 4 states of one country in the context of the entire world.
I have hired a lot of people and for key hires above a certain level, existing tech hubs (SV, Seattle, NYC, Denver) account for a vast majority of the available candidate pool. There are a few other hubs beyond these (London, Singapore, Bangalore) but you are constraining yourself massively.
New grads / junior ICs is another story.
> I would think there are plenty of experienced people all over the world.
Unfortunately, no. Until 2020, remote work was rare so to grow into a senior role, ambitious and talented people had to move to various hubs. That created a feedback loop with all the senior talent flocking to major tech hubs. Now you will find only a tiny proportion of senior talent in non-hub locations.
So if you cut off major US tech hubs (SV, NYC, Seattle, Denver) from your hiring pipeline, you are cutting off a majority of your prospective senior hires.
I live in another state with a similar law and it has negatively impacted my job and earning prospects in remote work.
My team is split over Germany, Sweden, Croatia, India. We are all fully remote.
Does your paycheck come from a 3rd party service?
edit: Did I misunderstand the premise? Seen a number of jobs that are North America based.
There must be more job boards than jobs at this point.
Might want to be careful entering into an employment contract if the other party is located in a country your government doesnt legally allow doing business with.
1. You might be able to work for most companies in a country, but that specific company (or type of activity) is sanctioned.
2. You might be ok for a while, but a sanctioned individual buys a stake and suddenly becomes not ok.
3. The employment itself might not be sanctioned, but your bank flags it as suspicious so payments are rejected and you run into other problems.
For what it's worth, you can run a free check on ComplyAdvantage (full disclosure - that's my employer). https://complyadvantage.com/complytry/
All that being said, there are plenty of remote jobs available where this isn't a problem at all.
It is, thanks!
Are you taking submissions? Sourcegraph hires anywhere.
All-remote: https://handbook.sourcegraph.com/company-info-and-process/re...
Team bios with locations: https://handbook.sourcegraph.com/team/
However, they were all classified as hiring in the US only. The reason is that the location is listed as "Remote". I used to classify "Remote" as "Anywhere in the world", however I found that many US companies tend to list the location as "Remote" but are only hiring for people based in the US (Companies in other countries will always include the country in the location field e.g. "Remote - UK"). Hence now I only classify the hiring location as "Worldwide" if the location field includes phrases such as "Worldwide" or "Anywhere in the world" etc.
US recruiters: please use "Remote - US" if you mean "anywhere in the US", and only use "Remote" if you mean "anywhere in the world"
I see someone at Sourcegraph has been tracking this issue at https://github.com/sourcegraph/handbook/issues/3666
Unfortunately, getting less and less true by the day. When I first used internet, it was truly global, anything someone else could access, I could as well.
Nowadays, I'm finding more and more geoblocks everywhere. Sometimes I cannot access a website because apparently "a lot of internet criminals are also from the country you are accessing our website from, so you're collateral damage".
I don't think I actually answer "why should" .. but that's not what I say anyway.
Companies can fire you/lay you off without even any of the mediocre protections you get under US law.
I’m not sure how deel handles this situation with employees in countries with stricter worker protections. Do they require the company to pay severance, do they include that in their fees?
I suspect that they are operating in a gray area because no one is really looking.
We hired engineers in Mexico through Deel and were required to provide the mandatory severance up front (I forgot the exact amount but I think it was like 3 months salary?).
That money sat in an escrow account until we let go of the employees at which point we still had to follow all of the local labor laws which I believe also meant that every severance needed to be individually negotiated.
Deel handled all the mechanics but we still had to follow the process (meaning that the time between deciding to lay people off and actually being able to do it was a month if I recall correctly).
For what it's worth the experience convinced me to stick to traditional contracting companies for my remote engineers. Deel is probably a better fit for a company looking to transition to having a full time headquarters and business set up in that country rather than one that wants to just leverage the global pool of engineers.
If someone is acting as a de facto employee of a company, I don’t see the “employer of record” fiction holding up.
I have multiple citizenships, so I'm not automatically a tax resident of a country I'm a citizen of.
I'm an edge case for tax laws.
There's a lot of discussion on this in the digital nomad community. You literally can't register as a tax resident without spending at least 180 days in a country, for most countries. And yes, some tax authorities get a bit strange about people not having a tax residency for an extended period, but we're just following the rules.
The US is different because of the Federal/State tax split, and Federal taxes don't depend on residency. Not many other countries have this split.
Australia (one of my citizenships) is moving towards having to file tax returns even if not resident, but afaik it's not there yet.
For my situation setting up my own us llc and contracting/consulting through it means I can move around. Also the us llc onboards cleanly for any companies using gusto and for others I send a W9 that they know how to handle.
How would is the alternative you describing different? Didn't you just tether yourself to US?
When setting up Deel you could have just stated that you were in US and move around like you're doing now.
Maybe this is only an issue if you live in the EU or UK where dollars aren't as highly sought.
But you can also invoice the company you are working for, and then do the same in reverse, except it's usually you who do the conversion on the day you invoice them.
For long contracts, more than 6 months, I would definitely take into account the exchange rate. For shorter contracts, I wouldn't care. I'm from Norway, and none of the currencies I have worked "with" changes dramatically.
(I realize now that I‘m not actually sure how easy it is to get them as a consumer at a bank - alternatively you might be able to get them via Robinhood or similar.)
The FX risk cannot be magicked away.