There are a number of reasons this goes on.<p>First and foremost is why remote is so slow to catch on everywhere. Every manager has to deal with cognitive load, and a limited capability to exceed it. Getting the money to hire somebody at a given rate is hard enough, but then interviewing, weighing how much difficulty will be involved in day-to-day managing this hire, is all factored in, and all adds to the cognitive load.<p>A lot of "100% remote" isn't. They want these hires, if for some reason it became necessary, to be able to travel to the main office (and to travel to meet them). They want to be able to pay them without any unanswered questions. They don't want a cultural or language barrier. The fact is, even if you have all these bases covered, and you are a US citizen, they have trouble taking you at your word just because "foreign", and it's a load off to just tell you no.<p>If someone emailed me a Mexican phone number, even though it may be as easy as just punching it in, most managers would not want to.<p>Companies are set up to do US taxes, and don't want to deal with foreign taxes. Even if Mexico has zero foreign tax filing requirements, the US probably has a form to fill out.<p>A US PO box can cost under $20 per 6 months, and many of the cheapest ones are along the US/Mexico border. Take a road trip and use that PO box as the address on your resume. Have a phone number that doesn't require international dialing. Don't lie about where you're from ("my mailing address is in Phoenix") but if it's 100% remote (and you have good internet) it shouldn't matter. You're a US citizen, and this would fix most of your problems.<p>I've had to deal with discrimination based on where I live, but at least I was showing up to the physical office as agreed. In sum, don't make it hard for them to see you as part of the organization they envisioned.