Tools: How to find "Remote-from-anywhere" jobs

Many jobs are labeled remote. Very few mean remote-from-anywhere. Here are practical checks that help you spot true remote roles faster and avoid common red flags: 1) Read the location line
Start with the simplest signal: is there a geography attached? “US Remote,” “Remote (EU),” “LATAM only,” or “Remote within X countries” usually mean location restrictions. If time zones are listed, that can also imply location limits, even when the role is technically remote. Look for explicit language like: These aren’t guarantees, but they’re stronger indicators. “distributed team across multiple countries.” 2) Treat salary as a clue, not a promise
Pay ranges can indicate the target hiring market. A range like $100k–$250k often signals a US-centered market (not always, but often). 3) Watch the application form
Sometimes the job post is vague, but the application form tells the truth. Questions like “Which time zone can you work in?” can reveal the required overlap. If the location dropdown includes only a few regions (for example, US, Canada, Europe, Other), it often indicates there are specific geographic requirements. Red flags that often signal US-only hiring include questions about US work authorization, a US tax ID, US-specific benefits, or requirements such as security clearance. 4) Check the company on LinkedIn
If a company truly hires globally, you can usually see it in their team. Review employee locations. Even if LinkedIn shows only a few “top locations,” individual profiles often reveal the real geographic spread. Search for profiles of people in your role (for example, Software Engineer) and see where they actually live. If you see team members working from India, Asia, Africa, or other regions beyond the US and Europe, that’s a strong sign the company hires internationally. 5) Compare career pages and external job boards
Job descriptions are sometimes more detailed on the company website. Look for mentions of an asynchronous culture, a multinational team, or the number of nationalities represented at the company. Check LinkedIn job posts and external job boards as well – they sometimes include location constraints that aren’t mentioned in the official posting. 6) Company size can be a quiet signal
Certain company sizes tend to correlate with how feasible “remote from anywhere” hiring really is. Teams in the 50–200 or 200–500 range are more often flexible enough to hire globally without heavy bureaucracy. Very small companies (under 30 people) often avoid true global hiring because legal and operational overhead is too high. Very large companies (1,000+ employees) usually introduce regional payroll, compliance, and tax constraints that limit global flexibility. 7) Pay attention to contractor language
Many genuine remote-from-anywhere roles rely on contractor models. Phrases like “full-time contractor”, “independent contractor”, “B2B contract” or “global contractor” often indicate the company is set up to hire across borders. This isn’t ideal for everyone, but it is a common structure for global remote teams. 8) The business model matters
Some industries are structurally more open to global hiring. Web3, crypto and trading infrastructure companies often default to global talent, normalize asynchronous work, and avoid headquarters-centric hiring. Developer tools, infrastructure, databases, and platform engineering companies also tend to support remote-from-anywhere setups. Their internal users are developers, documentation is central, and async collaboration is already part of how they work. 9) Repeating language in job descriptions Certain phrases show up again and again in truly global roles. Look for language like: These usually signal expectations that fit remote, location-independent work. “written communication” 10) The ATS can tell you more than the job post
Companies hiring globally often use applicant tracking systems (ATS) that don’t enforce country restrictions by default, such as Ashby, Workable, Recruitee, Lever or Greenhouse. More enterprise-focused systems like Workday, SuccessFactors, or Taleo are rarely used for true remote-from-anywhere roles. Their absence is consistent with remote-native startups and scaleups. Remote-from-anywhere roles do exist, but they’re a narrower category than most people expect. Companies still have to balance time zone collaboration, employment compliance, payroll and security requirements. Source: https://relocateme.substack.com/p/how-to-find-remote-from-anywhere Templates let you quickly answer FAQs or store snippets for re-use. Are you sure you want to hide this comment? It will become hidden in your post, but will still be visible via the comment's permalink. Hide child comments as well For further actions, you may consider blocking this person and/or reporting abuse