The salaried remote worker's challenges are different from the freelancer's or the nomad's. Employer payroll jurisdictions are sticky; an Indian employer paying an employee living in Goa is straightforward, but an Indian employer paying an employee living in Lisbon is a tax-and-employment-law nightmare unless the employer has set up an EOR (Employer of Record) arrangement or a local entity in Portugal.
The persona view documents subject-by-subject which employers are remote-friendly, which run hybrid policies, which mandate office attendance. Software, design, content, marketing, finance back-office, customer success, accounting back-office and education-content all run substantially remote in the post-2020 baseline. Engineering, manufacturing, healthcare, hospitality, retail, construction, and most operations roles run on-site. Hybrid models — three days office, two days remote — are common in financial services, professional services, consulting, and large-corporate roles in most subjects.
The persona view also documents the negotiation framing for the salaried remote worker who wants to convert their role to permanent remote: salary parity (some employers cut salary if you move to a lower-cost geography; some don't), tax-equalisation (some employers gross up for additional tax if you move to a higher-tax geography; some don't), equipment and expense reimbursement (home-office allowance, internet, ergonomic furniture), and the work-from-anywhere policy that limits how many days per year you can be outside your assigned country.