>If you’re remote anyways, you won’t get the in person advantages so you might as well pay less.

You are still ignoring that a remote-in-country employee is different than a remote-out-of-country employee from a legal, HR & logistical perspective. Hiring someone in Kentucky is not the same lift as hiring someone in Poland or India. There's going to be extra expense and overhead to manage out-of-country employees & the logistics of operations between different countries. Many companies aren't setup to do this. You can't just look at the pay rate.

Additionally you can't just look at the pay rate of an in-office employee. In office requires a commitment to pay for the office, pay for the staff to manage the office, accept a reduced talent pool in some areas, and if you're in an area with a large talent pool, it's probably a high-cost-of-living area, so your rate will not just need to be "a little more", but "a lot more" to be competitive.