Search several countries at once and know who can actually work

Remote-friendly is not a specification. A support role that needs to cover a shift, an engineering role that needs four hours with the team it pairs with, and a research role that genuinely does not care are three different constraints, and only the third one is actually location-free.

A requisition carries the overlap requirement as hours per day against a named team or a named zone. A candidate carries their location and their working-hours preference. The overlap is computed rather than judged, and the search filter runs on the computed value, so a role needing four hours with a team in New York returns candidates for whom that is genuinely workable and quietly excludes the ones for whom it means starting at four in the morning.

It also prevents the softer failure, which is hiring somebody whose overlap technically works and who burns out inside a year holding it together. A number on the requisition is a conversation the hiring manager has with themselves before the search rather than a discovery the new joiner makes afterwards.

Most tracking systems assume one country. Salary is one currency, location is a city, right to work is a yes or no, and the notice period means what it means locally. A distributed search breaks every one of those assumptions at once.

Surhires stores location as country, region and city with a time zone attached, and compensation with an explicit currency and the date it was quoted. A single search can span a set of countries, a set of time-zone bands, or both, and the results are comparable because the underlying fields are normalised rather than free text. Notice period is stored in weeks alongside the country it applies in, which is the only way a start-date forecast survives the difference between two weeks and three months.

Practically, this means a talent lead can ask one question. Senior back-end engineers in Portugal, Poland or Spain, four hours of overlap with London, available inside eight weeks, expecting under a stated figure converted to one currency for comparison. That is one list, not five spreadsheets that later have to be merged.

Right to work is rarely a binary. A candidate may hold citizenship, permanent residence, a work permit tied to a specific employer, a visa with an expiry, a dependent permit with conditions, or nothing at all for the country in question. Those are different situations with different consequences for how quickly somebody can start and whether an entity is needed.

The candidate record carries authorisation as a typed class per country, with the document, the issue and expiry dates and any employer restriction. Expiry raises a reminder rather than becoming a surprise. A requisition can name the authorisation classes it can accept, and the filter applies from the first search rather than at offer.

This is document capture and reminders, not verification. The product stores what you collected and tells you when it is about to lapse. Running the verification itself, and standing behind it, remains a workflow you own; we do not hold a certification on your behalf and will not imply one.

A message sent at nine in the morning London time arrives at one in the morning in Manila and at four in the afternoon in Auckland. Reply rates follow that fact more closely than most teams expect, and a distributed pipeline built on a single send time is quietly filtering candidates by geography.

Sequences in Surhires are scheduled against the recipient's local time. You set a send window, the platform resolves it per candidate, and a sequence sent to forty people across nine countries lands in forty local mornings. The same applies to reminders before an interview, which is where a mistimed message does the most damage.

Channel matters as much as timing. Email is the default in some markets and close to dead in others, where a WhatsApp message is answered in minutes. Multi-channel sequences let the same campaign run over email, WhatsApp and SMS with per-candidate channel preference respected, and with opt-out honoured across all of them rather than per channel.

Interview coordination is the point where distributed hiring usually degrades into a long email thread. Three interviewers in three zones, a candidate in a fourth, and a coordinator trying to hold a window that is inside everybody's working day. Done manually it takes days, and the days are what lose the candidate.

The scheduler reads every panel member's calendar, computes the intersection of their working hours across zones, proposes the slots that are civil for all of them, holds those slots, and lets the candidate pick. Reschedules propagate to everyone. Invitations show each participant the time in their own zone, which removes the most common and most embarrassing failure in cross-border interviewing.

Where a genuinely civil slot does not exist, the tool says so rather than proposing a six a.m. call and hoping. That is more useful than it sounds: it tells the hiring manager the panel composition is the problem.

Hiring somebody in a country where you have no legal entity means employing them through an employer-of-record partner or engaging them as a contractor. That decision has cost, timeline and risk attached, and it should be made early, not after an offer.

The requisition can record the intended engagement route per country: existing entity, employer of record, or contractor. The placement then carries the route that was actually used, the partner involved, and the dates. Integrations with employer-of-record and global payroll platforms exist so the candidate data, offer terms and start date move across without being re-keyed, and each integration carries an explicit state of live, in development or roadmap rather than an implied partnership.

Surhires is not an employer of record and does not give employment advice. It holds the hiring process cleanly up to the point the partner takes over, and it keeps the record of what was agreed so the handover is a transfer rather than a reconstruction.

A candidate in Germany brings GDPR obligations regardless of where your company sits, and a candidate in California brings CCPA obligations regardless of what your privacy policy says about Europe. A distributed pipeline means several regimes at once, on the same board.

The product supports consent capture on the candidate record with the date, channel and basis, configurable retention windows, data export and erasure workflows. You remain the controller for the candidate data you hold, and the decision about which basis applies in which country is yours. What the product provides is that the record can answer the question when it is asked, in a form you can hand to somebody.