Widening a search internationally opens the talent pool. It also introduces decisions that are best made before the first conversation.
An international search begins with a practical question: does this role genuinely require presence in a specific location, or has that simply been assumed?
Where a wider search is appropriate, alignment on working arrangements, time-zone expectations and location requirements should happen before candidates are approached. Ambiguity at this stage costs credibility later.
Compensation deserves the same treatment. Comparable roles are valued differently across markets, and a benchmark drawn from one market rarely transfers cleanly to another.
Location and right-to-work requirements vary by country and should be reviewed with appropriate professional advice on a case-by-case basis.