Regional offices can solve one constraint while creating another. You may face fewer U.S. work-authorization issues, but the office may care more about local language ability, market familiarity, long-term commitment to the region, and whether your background fits its hiring needs.
Do not assume an overseas office is easier simply because it is outside the U.S. The applicant pool, hiring cycle, and staffing model can be just as competitive. Your advantage is strongest when you have a credible regional connection rather than choosing the office only because sponsorship looks simpler.
Use networking to test that credibility. Speak with consultants in the specific offices, ask about language expectations and experienced/MBA hiring, and confirm whether applications from your school are handled centrally or locally. If the story makes sense, recruiting in parallel can be a rational strategy.