In today's remote-first world, your ideal candidate could be anywhere — from São Paulo to Seoul. But just because you post a job online doesn't mean global talent will come running. If your job description only speaks to one culture, region, or set of assumptions, you risk missing out on incredible candidates worldwide.
To appeal to an international audience, your job postings need to speak their language — literally and figuratively. That means communicating clearly and inclusively, showing cultural awareness, and being upfront about compensation, time zones, and the tools your team uses.
Here's how to make your job descriptions resonate with qualified candidates across borders.
Key takeaways:
- Clear, inclusive language avoids confusion and makes your job posting accessible to non-native English speakers.
- Transparent compensation, time zone requirements, and benefits help international job seekers self-select.
- Your company's tone, culture, and hiring process can be major selling points, setting you apart from the competition.
Use Clear and Inclusive Language
Not every qualified candidate speaks English as their first language, so skip the idioms, corporate jargon, and region-specific slang. Phrases like "wears many hats" or "hit the ground running" might make sense to you but could confuse or alienate international readers.
Use short, straightforward sentences. Choose words with universal meaning. For example, use "responsible for managing projects" instead of "owns deliverables." This approach doesn't just help non-native speakers; it makes your job descriptions more accessible to everyone.
Avoid language in your job ads that may unintentionally exclude people based on gender, culture, or background. Use the gender-neutral "you" instead of "he/she," and watch out for phrases like:
- "Young and energetic team"
- "Rockstar (or ninja) developer"
- "Native English speaker" (unless strictly necessary)
Instead, focus on skills, outcomes, and a welcoming tone. Rather than seeking someone who is a "cultural fit," describe the specific behaviors and values that drive success in your organization.
Inclusive language opens the door to more candidates, especially those who may bring diverse perspectives to your team.
Post Your Job Opening In Multiple Languages
If you're targeting candidates in specific regions, say, Latin America or Southeast Asia, consider publishing your listing in those regions' primary languages. This small investment in translation can significantly expand your candidate pool and demonstrate your commitment to building an inclusive hiring process.
Even if English is the working language, translating the post shows respect and effort, and it can increase both visibility and application rates. You don't need to translate every detail, but having a short intro or summary in another language can go a long way.
Major global job boards like LinkedIn, We Work Remotely, and Remote OK often support multi-language job listings or allow regional targeting.
Be Clear About Any Geographic and Remote Work Limitations
Remote doesn't always mean "anywhere." For global applicants, knowing whether they can work from their country or if they would need to relocate is critical. Specify early in the post if your role requires candidates to live in certain time zones or countries.
Examples of what to include:
- "Remote role open to candidates between UTC-3 and UTC+3."
- "We are currently able to employ candidates in these countries: Brazil, Poland, Vietnam, and South Africa."
- "Visa sponsorship is available for relocation to Germany, if required."
Clarity upfront saves everyone time and helps attract genuinely eligible candidates. International job seekers often invest significant effort in applications, so transparency about geographic requirements shows respect for their time and circumstances.
Be Transparent About Compensation
Compensation expectations differ wildly across borders, so avoid the vague "competitive salary" phrasing and be specific.
Whenever possible, include a pay range, currency, and whether compensation is location-adjusted.
For example:
- "Salary range: USD 70,000-90,000 annually"
- "Compensation is adjusted based on local market rates"
- "We offer competitive salaries benchmarked to San Francisco rates regardless of location"
If you can't share a range, explain how pay is determined, e.g., "We offer location-adjusted salaries based on market benchmarks and experience."
This transparency builds trust and helps candidates make informed decisions about whether to apply. Many countries have salary transparency laws, so being open about compensation demonstrates awareness of global employment standards.
Highlight Global-Friendly Benefits
Show that your company supports international team members by including benefits that matter to remote or global workers. Standard benefits packages often don't translate well across borders, so focus on what's universally valuable.
Examples of globally appealing benefits might include:
- Flexible working hours across time zones
- Home office setup stipend
- Internet and phone reimbursement
- Access to private health insurance
- Generous PTO policies that respect regional holidays
- Professional development budgets
- Annual company retreats or team meetups
These perks signal that you understand the unique needs of distributed teams and are willing to invest in your international employees' success and well-being.
Promote Your Commitment to Diversity & Inclusion in Hiring
If you're hiring globally, candidates will want to know they'll be respected, supported, and welcomed, no matter their background. A great way to demonstrate your company's values is by including a section in your job post that highlights your commitment to diversity, equity, and inclusion (DEI).
Consider adding language like: "We're an equal opportunity employer committed to building a diverse and inclusive team. We welcome applications from all backgrounds, experiences, and perspectives."
Even better: back it up with a link to your DEI statement or share specific ways your team reflects diverse perspectives.
This isn't just good practice — it's often legally required in many countries. More importantly, it signals to potential candidates that your company values different perspectives and creates an environment where everyone can thrive.
Promote Your Global Team
Nobody wants to be the only remote hire. Let candidates know they'll be joining a team already oriented around remote collaboration.
You might write:
"We're a globally distributed company with team members across 12 countries. We work async-first, value transparency, and support flexible work schedules."
Or:
"You'll be part of a diverse team that celebrates international perspectives and remote-first collaboration."
Global job seekers want more than just a paycheck; they want a sense of belonging. Let your global company culture speak for itself.
Outline the Hiring Process
A clear hiring timeline is especially important for international candidates who may be juggling different time zones, contracts, or even visa applications. Let them know what to expect during the application process, including once they're in your recruitment pipeline.
Include details like:
- Number of interview rounds
- Typical timeline from application to offer
- Whether interviews can be conducted asynchronously
- Required documents or background checks
- Onboarding timeline
For example: "Our recruitment process typically takes 2-3 weeks and includes an initial phone screen, technical assessment, and final interview with the team lead. All interviews can be scheduled flexibly across time zones."
This small extra step builds trust and reduces friction for global applicants while setting clear expectations for your hiring process.
Spotlight the Tools and Tech You Use
Remote workers often want to know how your team communicates and collaborates, especially if you have the tools to support async collaboration.
For example:
"We use Slack, Notion, and Google Meet for communication and collaboration."
"We work async-first and rely on Loom for video updates and detailed project documentation."
Listing tools shows you're equipped to support a distributed team and helps candidates assess whether they're comfortable with your tech stack. It also gives tech-savvy applicants a chance to self-assess fit based on what they're comfortable using.
Use AI to Craft Your Job Postings
Writing a job description that's clear, inclusive, and engaging isn't always easy, especially when you're trying to appeal to a global audience. That's where AI tools can help streamline the process.
AI-powered writing assistants like ChatGPT, Grammarly, or Textio can help:
- Simplify language and improve readability
- Flag bias or non-inclusive phrasing
- Optimize tone and clarity for international audiences
- Generate alternative wording or summaries
- Check for cultural sensitivity
You don't have to write the perfect job post on your own. These tools can speed things up and ensure your message resonates with a broader, more diverse candidate pool while maintaining the authentic voice of your company culture.
Hire and Manage Your Global Team With RemoFirst
Creating globally inclusive job postings is just the first step. Once you start hiring beyond borders in your request to find the right candidates, you must ensure you stay compliant with local labor laws, offer fair benefits, and provide accurate payroll in multiple currencies.
That's where RemoFirst can help. As an Employer of Record, we enable companies to employ top talent in 185+ countries and manage contractors in 150+. We handle onboarding, payroll, taxes, benefits, and compliance. We also enable businesses to offer their global team localized, private health insurance.
Ready to hire without borders? Book a demo to see how we can help you attract and employ the best talent no matter where they live.
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