Two different permissions are involved.
An employer's willingness to hire someone in a country is separate from a person's legal right to work there. A company may be unable to employ in a country even when a candidate can live there, and a visa may allow residence without allowing the specific work arrangement proposed. Treat them as separate checks.
Remote work while traveling is not automatically permitted.
Rules differ by country, nationality, visa type, length of stay and the kind of work performed. Tourist permission is not a universal remote-work permit. Do not rely on social posts or another person's experience as legal advice for your circumstances.
Get the employer's position in writing.
Ask which countries are approved, whether travel while working is allowed, how long a temporary stay can last, and who owns compliance review. A legitimate employer should not ask you to misrepresent your location or use a private network to evade controls.
Check primary sources and qualified advice.
Start with official government immigration and tax sources. For a relocation or extended stay, consult a qualified professional familiar with both your current and destination jurisdictions. Keep dates, documents and employer approvals organized before travel.
Use the questions as a signal.
A good international employer will be specific about what it can support and honest about what it cannot. Clear boundaries are not a lack of ambition; they protect the worker, the organization and the opportunity.