We're a small company, so we're just describing our current footprint. We're a US based company, but we do have a Canadian registered foreign entity already, so it's easier for us to hire in those countries.
Setting up and hiring in a new foreign jurisdiction is not a trivial thing for us, but it is something we've done before, and would be willing to do again. We don't have an exclusion against Mexico or South America, and people from there are welcome to apply.
Beyond the administrative work, time-zone is one of the biggest factors for us when hiring outside of the United States.
Thanks for the clarification. I mean, besides employment there is also contracting which I think is a prevalent form of relationship when it comes to rem0te work. I find it odd that "(US, Canada) rem0te" or "US-only rem0te" is so common at US shops, while for instance European companies that hire rem0tely usually consider worldwide contractors.
Like my co-founder said, we're a small company based in the US, and hiring in foreign jurisdictions is both expensive and time consuming. We're currently set up to hire in the US and Canada, and while we'd be willing to expand our footprint for the right candidate, the easiest thing for us is to look for candidates in our current operating jurisdictions.
True. But when a US shop expands to Canada in the first place, and not to Mexico, resonates with my observation. And it has the similar vibes to "Canada is a US state" stance. Why is Mexico not considered/invited as a one?
