It's not nearly as easy to have people in a timezone 16 hours offset than you might think. So I am not surprised that they would be two very different decisions.
Right, so that's the point where your job offer should say "Remote - US" or "Remote - UTC-8 +-3h".
And I have seen a few companies do that! I would say that this is around 20% of the companies.
The other 80% simply list those jobs as "Remote", so they show up on their job pages under all continents, or at least, under their "outside the US" filters.
Then sometimes it's not mentioned at the top of the job offer, but in the footnotes with the "we hire regardless of disability etc." statements.
All of these things are fine. They're just a far cry from that blog post that the CEO made 10 months into quarantine, talking about how the company will open itself to global remote work.
EU working with developer team in India. There are advantages and disadvantage -
* EU team (e.g. presales) are not available half the day to answer queries and this creates delays, but also forces people to write good tickets if they want anything done
* Conversely, even senior developer staff get half the day clear of meetings to do deep work or focus on internal meetings / mentoring
* Thankfully this team are mature adults, but I've seen an us and them thing develop between engineering and the rest of the company elsewhere. It's natural when everyone outside engineering is short term incentivised to downplay technical debt and such. If it can happen when everyone is in the same building, I can definitely see how easily it could happen if only engineering are sat together and all the evil product owners are just angry faces on a screen.
I'm in California, and am currently interacting with developers and application engineers working in India, US East Coast, France, and Israel, and formerly China (haven't had to deal with that team lately). This means that evening or early morning meetings are sometimes needed. We try to keep it to a minimum, and this hits some people more than others.
And I have seen a few companies do that! I would say that this is around 20% of the companies.
The other 80% simply list those jobs as "Remote", so they show up on their job pages under all continents, or at least, under their "outside the US" filters.
Then sometimes it's not mentioned at the top of the job offer, but in the footnotes with the "we hire regardless of disability etc." statements.
All of these things are fine. They're just a far cry from that blog post that the CEO made 10 months into quarantine, talking about how the company will open itself to global remote work.