Hiring is local. The evidence should not be.
Notice periods, salary bands and privacy law all change the moment you cross a border. The record you can produce afterwards should not. Pick a market to see how both work.
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- 24/7, in their language
- GDPR-ready with DPAs
- 5 jurisdiction guides
Three things move when the market moves.
Each location page is written around these three: the local talent picture, the hiring problems teams hit there, and the compliance position for that market.
The funnel shape changes.
A US role competes for a small pool of senior people. An Indian role can draw thousands of applicants in a week. One market needs precision at the top of the funnel, the other needs throughput. That decides which round you lead with.
The rules change.
New York City requires a bias audit and candidate notice for automated employment decision tools. The EU AI Act treats hiring systems as high risk. Illinois has its own AI video interview law. What you have to show differs, so we publish one guide per jurisdiction.
The candidate experience changes.
Time zones, notice periods and language all move. Rounds run 24 hours a day, on the candidate's schedule and in their language. That is what makes a cross-border first round practical.
Four markets, written up properly.
Talent picture, the hiring problems teams hit there, the tech hubs worth sourcing from and where the platform sits on local rules.
The rules are not the same in every market.
We do not claim to make you compliant. We give you the raw material: consistent interview records, scores that trace back to a transcript and submitted code, audit logs on every action, and a human making the decision. These guides cover what each jurisdiction expects on top of that.
Ship-state, plainly: SOC 2 and ISO are in progress, and SSO and SAML are on the roadmap. Encryption in transit and at rest, role-based access control, audit logs and DPAs with right to erasure are live today.
Four things that do not change at the border.
Most teams on this page are hiring in more than one market at once. These are the parts you only have to set up once.
Rounds run without a shared working day.
First rounds happen 24 hours a day on the candidate's schedule. A twelve hour time difference stops being a scheduling problem.
The interview happens in their language.
A candidate answers in the language they think in. The score still lands against the same skills and the same JD as everyone else in the pipeline.
The evidence looks the same everywhere.
One reportcard format: score, skill breakdown, recording, searchable transcript and malpractice status. A hiring manager in one market can read a report produced in another.
Your candidate data stays yours.
Single-tenant separation with no shared candidate pool, encryption in transit and at rest, audit logs on every action, and export any time.
The scoring itself is documented in the methodology, and the solutions index covers which rounds to lead with in a high-volume market versus a senior-scarce one. Staffing firms placing across borders get a separate workspace per client on top.
Questions about hiring across markets.
Run a first round in the market you are hiring in.
The trial is the same wherever you are. Put real candidates through one round, read the report, and see whether the record is one you would be comfortable defending.
30-day free trial with 75 Hire Credits. Card required, nothing charged for 30 days.
Hiring in a market that is not listed yet? Tell us where, or check pricing first. Indian customers are invoiced with applicable GST.