为什么到2025年底，“远程”工作仍然仅限于在美国、加拿大、英国和德国招聘？
在2025年，我一直在关注像YC Jobs、RemoteOK、NoDesk、WeWorkRemotely等招聘网站。在这些平台上，我发现了一个反复出现的模式：
许多公司招聘“远程”职位，但招聘范围仅限于美国、加拿大、英国或德国。有时他们会增加一两个国家，但很少超出这个范围。
考虑到现在是2025年的最后一个季度，远程工作比以往任何时候都更加普及，我想了解背后的原因。
我有几个问题，希望创始人、招聘经理或有国际招聘经验的人能提供一些见解：
- 主要的障碍是监管复杂性吗？（就业法、合规性、本地注册、常设机构风险等）
- 在海外招聘时，主要是税务和薪资开销的问题吗？
- 是否存在安全或责任方面的顾虑，使得某些司法管辖区更容易合作？
- 维护全球合规的雇佣结构的成本是否是主要原因，还是有更深层次的战略原因？
- 最后：是否有证据表明，海外优秀工程师所创造的价值无法抵消这些成本，或者这个问题根本不是经济方面的？
我出于真诚的好奇提出这些问题，从外部看，似乎全球人才库应该是一个优势，特别是对于以远程为主的公司。然而，即使像Deel、Remote、Oyster等工具逐渐成熟，招聘限制依然存在。
我很想听听那些亲身经历过这一切的人的看法。
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Throughout 2025, I've been following job boards like YC Jobs, RemoteOK, NoDesk, WeWorkRemotely, and others. Across all of them, I keep seeing a recurring pattern:<p>Many companies advertise "remote" roles, but hiring is limited to the US, Canada, UK, or Germany. Sometimes they add one or two more countries, but rarely anything beyond that.<p>Given that it's the last quarter of 2025 and remote work is more established than ever, I'm trying to understand the reasoning behind this.<p>A few questions I'm hoping founders, hiring managers, or people with international hiring experience can shed light on:<p>- Is the main blocker regulatory complexity? (employment law, compliance, local registrations, PE risk, etc.)<p>- Is it primarily about taxes and payroll overhead when hiring abroad?<p>- Are there security or liability concerns that make certain jurisdictions easier to work with?<p>- Is it simply the cost of maintaining compliant employment structures worldwide, or are there deeper strategic reasons?<p>- And finally: Is there evidence that the value produced by strong engineers abroad doesn't offset those costs, or is the issue not economic at all?<p>I'm asking out of genuine curiosity, from the outside, it seems like a global talent pool should be an advantage, especially for remote-first companies. But the hiring restrictions persist, even as tools like Deel, Remote, Oyster, etc. mature.<p>I'd love to hear perspectives from people who have dealt with this firsthand.