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1Fix the driver behind crashes, sound loss and screen glitches2Repair Windows errors before they cause bigger problems3Scan for outdated or missing drivers - takes under a minuteUse identity checks at hiring, onboarding, and during employment—not just a document review or video interview. Link the person who applies to the person who completes onboarding, receives company equipment, and performs the work, using live interaction, evidence checks, human review, and proportionate follow-up.
What “fake employee” can mean
Fraudulent remote hiring is not one tactic. Advisories describe stolen personal information, synthetic or altered identity evidence, deepfake or voice-spoofed interviews, interview substitution, local facilitators who receive company devices, and a different person doing the work after someone else passes screening. A safeguard should address a specific risk rather than treating one successful check as proof against every kind of impersonation.
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The FBI’s July 2025 advisory describes North Korean IT workers using U.S.-based individuals, knowingly or unknowingly, to obtain a U.S. device-delivery location and circumvent controls. It warns that the person hired may not be the person completing the work. The FBI’s 2024 advisory recommends verification throughout the employment lifecycle. The FBI Internet Crime Complaint Center’s June 28, 2022 alert reported complaints involving deepfakes and stolen personal information in remote-work applications, including IT and software roles, and described reported voice spoofing in online interviews. Those alerts describe threat patterns; they do not establish how prevalent successful fake-employee hiring is.
How can a fake employee pass a video interview?
A video call may show manipulated or injected media, or it may show someone other than the applicant. NIST’s SP 800-63A-4 identity-proofing guidance warns that remote proofing methods can be vulnerable to digital injection and manipulated media; comparing a biometric sample captured in a session does not, by itself, prevent those attacks. A face match or deepfake detector is therefore one signal in a broader process, not a guarantee.
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For a remote-attended session, NIST’s framework calls for the applicant to remain in view through proofing steps and for video quality to support inspection and comparison. It also discusses unpredictable human-in-the-loop cues, such as asking for a movement or for an object to be moved between the camera and face. The FBI’s July 2025 advisory gives waving a hand in front of the face as a possible prompt that may cause AI-generated video to malfunction. Use such cues as prompts for review, not as proof: a convincing response cannot establish identity on its own.
Train reviewers to notice possible signs of manipulation, including high latency, synchronization problems, inconsistent skin tone, and resolution changes. NIST advises agent training for attended sessions and recognizes that automated analysis can produce both false positives and false negatives. A concern should trigger a documented follow-up process, not an automatic fraud finding.
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How do I verify a remote employee’s identity?
Build a sequence that connects the claimed identity to a live person, then connects that person to the work account and equipment. NIST defines identity verification as establishing the link between a claimed identity and the real-life applicant engaged in proofing. Its SP 800-63A-4 framework describes collecting and validating evidence, checking attributes against authoritative or credible sources, and methods such as confirmation codes, account authentication, and comparing a live facial sample with validated evidence. It is a digital-identity standard, not an employment-specific mandate for every private employer.
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Random freezes, missing sound and display glitches usually trace back to one bad driver. Find and replace yours safely.Free scan · under a minute- Set a risk-appropriate identity process. Decide what evidence, live interaction, and review are suitable for the role and access involved. Document how exceptions, unclear images, technical failures, and applicants unable to use a particular remote method will be handled. NIST discusses exception handling and performance monitoring for fraud checks.
- Link evidence to the live applicant. Have a trained reviewer compare the person in an attended session with the identity evidence and check relevant attributes through credible or authoritative sources. Protect data channels and consider checks for forged or manipulated media, as NIST recommends.
- Use a consistent, job-related conversation. Ask role-specific follow-up questions and listen for whether the applicant can explain their work history and stated location consistently. The FBI’s 2024 advisory identifies inability to answer questions about location or past details and unusual background noise as warning signs in the specific scheme it addresses. Neither a noisy call nor an inconsistent answer, by itself, proves fraud.
- Repeat appropriate checks at key handoffs. Reconfirm during onboarding that the person completing the process is the person interviewed, using the organization’s documented identity procedure. This is a practical application of FBI guidance to verify at hiring, onboarding, and throughout employment, alongside its warning about interview substitution.
- Connect identity to access and equipment. Tie device issuance and account provisioning to the verified employee. Limit access to what the role requires, and investigate unusual network traffic, unexpected remote connections, or prohibited remote-access software. The FBI’s 2024 advisory specifically recommends monitoring unusual network traffic and looking for prohibited remote desktop protocols or software.
Which verification methods address which risks?
Methods differ in whether a person is present, whether evidence is checked against reliable sources, and how the process handles media attacks and errors. NIST’s framework discusses remote and on-site proofing, attended and unattended approaches, media manipulation, and exception handling. No single method establishes both employment eligibility and continuity between the applicant and the person doing the job.
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| Method | What it can help establish | Important limitation |
|---|---|---|
| Unattended remote document or biometric check | Can collect evidence or compare a sample with validated identity evidence, depending on the process. | A captured biometric comparison alone does not prevent injected or manipulated media. NIST SP 800-63A-4 discusses these attack risks. |
| Remote-attended session with a trained reviewer | Allows live inspection, comparison, and unpredictable cues during proofing when video quality is adequate. | Remote proofing remains vulnerable to manipulated or injected media; cues and reviewer judgment are not conclusive identity proof. NIST SP 800-63A-4. |
| On-site identity review | Allows direct interaction and inspection in person. | It does not, by itself, establish that the same person will later use the account or perform the work. The FBI’s 2024 and July 2025 advisories support verification beyond a single hiring checkpoint. |
| Form I-9 document examination | Supports the prescribed U.S. employment-eligibility verification process. | It is not a comprehensive test that the interviewee is the sole worker behind an account. USCIS Form I-9 materials and FBI guidance address distinct purposes. |
How to secure onboarding and equipment delivery
A delivery address is part of the identity and access chain when a company device will be used to do the work. The FBI’s 2024 advisory identifies a change in the stated address after hire but before equipment delivery as a warning sign. The FBI’s July 2025 advisory describes U.S.-based facilitators providing device-delivery locations.
- Record the approved delivery address and the channel used to confirm it.
- If the address changes after hiring, pause shipment and verify the change through a trusted, previously established channel. Escalate for human review rather than treating an address change alone as evidence of wrongdoing.
- Release devices and provision accounts through a documented handoff tied to the verified employee. Investigate discrepancies between the person who completed onboarding and the person seeking access.
- Require staffing firms to explain their identity and hiring controls. The FBI recommends robust hiring practices at third-party firms, audits of those practices, and attention to address or payment-platform changes.
What to monitor after hiring
Identity assurance is an ongoing process. The FBI’s 2024 advisory recommends verification throughout remote employment, monitoring address changes, and attention to unusual remote-access activity. As an operational extension, review material changes to device, work location, account access, or payment arrangement through proportionate checks and a trusted communication channel.
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- Compare access patterns with the role and approved work arrangements; investigate unusual network traffic or remote connections.
- Route material address, device, work-location, account, or payment changes for consistent review.
- Keep records of the check performed, the reason for any escalation, and how an error or mismatch was resolved.
- Offer a fallback or appeal path when a verification tool fails or a reviewer cannot reach a clear conclusion. Do not equate a technical failure with fraud.
U.S. Form I-9 and E-Verify are a separate compliance lane
Form I-9 verifies employment eligibility under U.S. procedures; it does not replace checks that connect the selected applicant with the person doing the work. USCIS Form I-9 materials state that the employee must complete Section 1 no later than the first day of employment, and the employer or its authorized representative must complete Section 2 within three business days after that first day, using acceptable documentation and the prescribed examination method.
USCIS instructions describe physical document examination or examination under a DHS-authorized alternative procedure. The 2023 DHS rule created an optional alternative procedure with defined conditions; it is not blanket permission to accept an emailed document image or substitute any commercial identity platform for the prescribed examination. Because eligibility and procedure details can change, check current USCIS instructions and the applicable DHS rule before implementation.
Employees choose which acceptable documents to present. Employers must not specify which documents an employee should provide or treat employees differently based on citizenship, immigration status, or national origin. Use E-Verify only under its applicable rules. If a mismatch or system error occurs, follow the prescribed resolution process rather than assuming the employee committed fraud. The FBI’s 2024 advisory recommends verifying remote workers’ information through E-Verify and seeking reliable follow-up when errors arise; that does not alter the employee’s document-choice rights or the required resolution process.
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