A brand that's global and local at once. Which layer stays the same across markets, what adapts by country, and how to set up the careers page.
Hiring in several countries at once puts a clear strain on employer branding: you want a brand that's recognisable everywhere and, at the same time, something that speaks to a candidate in Guadalajara differently than one in Toronto. The way out isn't to pick one; it's knowing which layer is global and which is local.
| Global (one version) | Local (adapts by country) |
|---|---|
| The employee value proposition: what you offer and why you exist | Examples and testimonials: people and projects from that market |
| Brand tone and principles | References to comp, benefits and work setup |
| The hiring process and what the candidate can expect | Channels: where people look for work in that country |
| Visual identity | Language and cultural nuance of the copy |
One page, with sections by region for the examples, the ranges and the openings. Don't build a per-country microsite: they go stale and dilute your SEO. Do keep job descriptions in the market's language and with the markup so they show on Google for Jobs locally.
LinkedIn works almost everywhere for professional profiles, but it isn't the only place. In LATAM, referrals and local technical communities carry more weight; in the US and Canada, alongside LinkedIn, specialised boards and niche communities come in. Keep the same message, change where you post it.
Klyver's job portal is one branded page, with roles in each market's language and Google for Jobs markup. Every application lands in the same pipeline, and Reporting lets you see offer acceptance and candidate source by country without building a separate dashboard.
Roles in each country's language, all in the same pipeline. 14-day free trial.