Why You’re Struggling to Land Remote Western Jobs (And How to Fix It)

Admin Team November 27, 2025

Let’s be honest for a minute.

You have the experience. Your English is good. You’re hardworking and ready to commit. But you keep getting ghosted after the first interview with a U.S., Australian, or European company.

Frustrating, right?

Here’s the truth: it’s usually not your skills that are the problem. It’s a cultural clash.

In Vietnam, we’re often raised to be modest. We value the group (“We”) over the individual (“I”). We feel uncomfortable talking about achievements or asking for higher pay.

But in Western interviews, modesty often looks like a lack of confidence. If you don’t sell yourself, they assume you have nothing to sell.

This guide—adapted from a viral interview cheat sheet by career expert Justin Wright—is written specifically for Vietnamese professionals who want to break into the global remote market.

(Vietnamese translation included at the bottom.)

How to Shift Your Mindset and Get Hired 👇

1. The “Tell Me About Yourself” Trap

Most candidates answer this by reciting their resume like a grocery list: “I graduated in 2018, then I worked as an Admin at Company A, then Sales at Company B…”

The interviewer is already bored.

The fix: Use the CAR Method (Context, Action, Result). Western interviewers love stories, not lists.

Don’t say: “I have 5 years of experience in customer support.”

Say instead: “I’ve always loved solving problems for people. In my last role, I built a feedback system that increased customer satisfaction by 20%.”

Pro tip: Keep it under 3 minutes and connect your story directly to their role.

2. Stop Being So “Humble”

When asked “Why should we hire you?” or “What is your best accomplishment?”, don’t hide behind the team.

If you say, “The team did a great job…” the recruiter assumes you didn’t contribute much.

The fix: Switch from “We” to “I”.

Western strategy: Focus on ROI (Return on Investment).

Say this: “By streamlining operations, I reduced costs by 20%. I know your company is scaling fast, and I can bring that same structure to your team.”

3. The Weakness Question (Please Stop Saying You ‘Work Too Hard’)

If you answer “I’m a perfectionist” or “I work too hard,” recruiters know it’s fake.

The fix: Be honest—but safe.

Choose a real, minor weakness and explain how you’re fixing it.

Example: “I used to overthink small tasks, which slowed me down. I adopted a quick-decision framework, and now I focus on delivering high-impact work faster.”

4. Discussing Salary Without the Awkwardness

When asked about salary expectations, don’t give a low number just to seem “cheap.”

Underpricing yourself can signal inexperience.

The fix: Do your homework.

Research international market rates and say: “Based on my research, $X–$Y is standard for similar remote roles. I’m confident we can find a number that reflects the value I bring.”

5. Proving You’re Truly “Remote Ready”

Their biggest fear isn’t your skills—it’s communication.

When they ask about conflict or stress, they’re really asking: “Will you disappear when things get hard?”

On conflict: “I address misunderstandings quickly with a short video call instead of letting issues drag on in chat.”

On stress: “During busy periods, I prioritize high-impact tasks and follow a clear daily action plan.”

The Secret Weapon: Ask Smart Questions

Never say “No” when they ask if you have questions.

Ask instead:

“How do you measure success in the first 90 days?”
“How does collaboration work between the remote team and HQ?”

This signals career mindset—not paycheck mindset.

🚀 The Bottom Line

You don’t need to change who you are to land a Western remote job.

But you do need to change how you communicate your value.

Be proud of your wins. Speak clearly about your skills. Don’t be afraid to take credit for your hard work.

🇻🇳 Bản Dịch Tiếng Việt

Tại sao bạn có năng lực nhưng vẫn trượt phỏng vấn Remote với công ty Tây?

Bạn có kinh nghiệm. Tiếng Anh đủ dùng. Bạn chăm chỉ và sẵn sàng cống hiến. Nhưng bạn vẫn bị các công ty Mỹ, Úc hay Châu Âu “ghost” sau vòng phỏng vấn đầu tiên.

Sự thật là: vấn đề thường không nằm ở kỹ năng, mà nằm ở sự khác biệt văn hóa.

Nếu bạn không thể hiện rõ giá trị cá nhân, nhà tuyển dụng phương Tây sẽ nghĩ rằng bạn thiếu tự tin hoặc không đủ nổi bật.