# Market localisation

Treat geography as a decision system, not a spelling substitution. Derive the active market from the candidate's location, explicit target locations and work rights. Never infer citizenship, visa status, relocation intent or sponsorship eligibility from a name, employer or education history.

For every market:

1. Confirm or clearly label the country/region, work-right boundary, remote/hybrid radius and relocation assumption.
2. Use local currency, salary vocabulary, number format, regional spelling and employment terminology.
3. Prefer exact employer postings, then authorised recruiters and major job boards used in that market. A board is a discovery source, not proof that a role remains open.
4. Apply local CV conventions only when they remain lawful, safe and supported by the user's evidence. The employer's explicit instructions override the default.
5. Avoid protected or unnecessary personal data. Do not add a photograph, date of birth, marital status, religion, caste, nationality, government identifiers or full home address unless the user explicitly requests it and understands the market reason.
6. Distinguish listed salary from a market estimate and show the evidence basis. Do not convert between base, total compensation, CTC, superannuation or bonus without labelling the components.

## Australia

- Use AUD and Australian spelling.
- Experienced candidates normally use a two-page CV. Do not add a photo, date of birth or marital status.
- Show work rights only when confirmed and useful. Treat superannuation as separate from base unless the posting explicitly states a package inclusive of super.
- Typical discovery sources may include employer sites, SEEK, LinkedIn, EthicalJobs, APSJobs and authorised recruiters, selected to the role family.

## United States

- Use USD, US spelling and the term `resume` in conversation unless the user prefers `CV`.
- One or two pages are acceptable based on experience; prioritise concise role relevance. Do not add a photo, date of birth, marital status or full street address.
- Confirm US work authorisation and sponsorship needs only when material. Do not infer either.
- Separate base salary from bonus, equity and total compensation. Record the confirmed floor as `salary_basis: base` when it is a base-salary floor. Account for state/local pay-transparency disclosures when available.
- Typical discovery sources may include employer sites, LinkedIn, Indeed, Built In, USAJOBS and specialist boards appropriate to the profession.

## India

- Use INR and explain salary in the user's preferred form, commonly annual rupees or lakhs, including in the readiness receipt. Keep current CTC, expected CTC, fixed/variable split and take-home distinct; record the confirmed floor with `salary_basis: fixed` or `salary_basis: ctc` as applicable.
- City, relocation openness and notice period can materially affect screening. Ask about them only when the role or search would change; do not turn them into mandatory onboarding fields.
- A concise one- or two-page English CV is the default for professional roles. Do not add a photo, date of birth, marital status, religion, caste, Aadhaar or other government identifiers by default.
- Typical discovery sources may include employer sites, LinkedIn India, Naukri, foundit, iimjobs and authorised recruiters, selected for the candidate's level and role family.

## Calibration

Local norms are defaults, not stereotypes. If the candidate supplies a preferred convention or an employer gives explicit application instructions, follow that choice unless it creates an evidence, privacy, legality or document-quality risk. Record confirmed localisation choices in the Career Passport so later searches and documents remain consistent.