How to explain location requirements for a remote job

"Remote" describes a working arrangement. It does not, by itself, tell a candidate whether the employer can hire them where they live.

Put eligibility information near the top of the vacancy. Candidates should not discover a country restriction after completing an application.

State where the person may be based

List the eligible countries or regions using the wording approved for the role. If the position is genuinely open worldwide, confirm the employment arrangements that make that claim accurate before publishing it.

Separate the team's office location from the candidate's permitted working location. An employer with a headquarters in London may be recruiting a remote employee elsewhere, but that detail needs to be explicit.

Do not describe a hybrid role or occasional home working as fully remote. State any required office attendance and where it takes place.

Describe working hours and travel separately

If the team requires overlapping hours, give the actual time range and time zone. For example, a vacancy might require two named hours of overlap with a support team. Explain how the schedule is confirmed, especially if daylight-saving changes affect it.

Mention required travel and its expected nature where the organization can specify it. Remote work does not necessarily mean that all meetings or onboarding activities happen online.

Keep these arrangements consistent between the job page and recruiter messages.

Make the application questions match

Ask only the eligibility questions your organization has approved. A form should help confirm the published arrangement rather than introduce an undisclosed requirement.

If the product supports location filters, test whether the vacancy appears under the intended working arrangement and location. Avoid using a broad "worldwide" label as a traffic tactic when the actual role is restricted.

Keep search information truthful

Google's job-posting guidance distinguishes fully remote roles from other arrangements and provides fields for geographic eligibility. Use structured data that matches the visible vacancy information and the employer's actual requirements.

Structured data does not guarantee search visibility. It also does not establish permission to employ someone in a jurisdiction. Those questions belong with the people responsible for the organization's employment arrangements.

Before publishing, ask someone outside the hiring team to read the vacancy and explain who can apply, where they can work, and what hours or travel are required. If they need to infer any of those details, revise the wording.

Further reading

• Learn About Job Posting Schema Markup | Google Search Central  |  Documentation  |  Google for Developers
• Build your Careers Site with the CareersHub | Tellent Recruitee | Help Center

Related guides

• Prepare accurate career-page information
• Questions candidates should ask a remote employer
• How to build a career page that helps candidates decide to apply