Yesterday, a recruiter told me that the remote position I applied for is now limited to candidates who can work from one specific country because of a new client requirement. I am eligible to work there, but I had been looking for a role that could remain remote if I later moved within the region. The original posting only said “remote” and did not mention a location restriction, so I have already spent time on a screening call and a short work sample. Should I continue and raise the mobility question now, or withdraw because the change suggests other terms may still shift during the process? I do not want to sound confrontational, but I also do not want to reach an offer stage only to find the arrangement is much less flexible than advertised.
2 Answers
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Continue, but raise mobility now and treat the answer as a decision point. A country restriction may be a genuine compliance issue, not evidence that every term will change; however, require the permitted work locations and approval process in writing before investing further. Caveat: written policy can still change with client or tax rules.
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Ask whether relocation within the region remains permitted; continue only if the answer is written and matches your mobility requirement.
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