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Employers can reduce the risk of fraudulent remote IT hires by checking identity at more than one stage, verifying work and education claims directly, controlling equipment and system access, and monitoring for suspicious changes after hiring. A U.S. address or successful video interview alone does not establish that the person interviewed is the person who will do the work.
What fraudulent remote IT hiring can look like
In its July 23, 2025 advisory, the FBI describes schemes in which facilitators help remote IT workers appear eligible for U.S. jobs. Their reported activities include providing U.S. internet connections and company laptops, enabling remote desktop access, reshipping laptops overseas, setting up financial and job-site accounts, attending interviews, and creating front businesses. Some U.S.-based facilitators receive a share of proceeds. These tactics make staffing, device delivery, and access handoffs part of the hiring threat model—not merely administrative details. Read the FBI advisory.
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Government advisories describe these schemes in connection with North Korean IT workers. The indicators below are reasons to verify further, not proof of wrongdoing or a basis for assumptions about a candidate’s nationality.
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How to verify a remote IT candidate through the hiring process
Before the interview: establish what you will verify
- Set a consistent identity and credential-check process for remote IT roles, including a documented way to resolve discrepancies.
- Contact named former employers and educational institutions directly using independently obtained contact details; do not rely only on documents or contact information supplied by an intermediary.
- For staffing firms and contractors, request written details of their screening process and retain the ability to verify the named worker directly. The 2023 U.S.-Republic of Korea guidance also recommends due diligence on individuals supplied through staffing or outsourcing arrangements. See the joint guidance.
- Tell candidates in advance whether an in-person meeting or live video interview is required and how identity checks will be handled.
During interviews and onboarding: confirm the person
- Inspect identity documents under a consistent policy. Check names, photographs, contact details, and claimed location for consistency rather than treating any single document as conclusive.
- When feasible, meet in person. For a virtual interview, require live video, keep the background unobscured, and ask appropriate questions to establish the candidate’s current location. Apply these checks consistently and in accordance with local law.
- Compare the person on video with the identification image and, where permitted, use a documented reference image for comparison at a later meeting. Reconfirm the identity of the person who starts work; the FBI warns that one person may interview while another performs the job.
- Keep interview records under a written policy. The joint 2023 guidance recommends retaining records, including recordings, but consent, privacy, employment, and retention requirements vary by jurisdiction. Confirm the applicable rules with counsel before recording or retaining sensitive material.
Equipment and access: close the handoff gaps
- Ship company devices only to a verified address. Investigate requests to use a different address and request additional documentation before changing delivery arrangements.
- Do not grant system access until background checks are complete. The FBI’s July 2025 advisory states: “Do not grant access to any systems until the background check is completed.”
- Give new workers only the permissions and data needed for their roles, limit administrative privileges, and restrict unauthorized remote-access tools, as recommended in the 2023 joint guidance.
After the start date: verify changes and watch for patterns
- Confirm changes to bank accounts, payment methods, addresses, and contact details through a separate, previously verified channel.
- Train HR, hiring managers, IT, and security teams on the indicators and a clear escalation path. Ask staffing providers to train their teams as well.
- Monitor for anomalous system access and unauthorized remote-control software, while applying the organization’s normal privacy and security controls.
Which warning signs deserve follow-up?
The FBI’s 2025 advisory and the October 2023 joint guidance describe indicators that can justify additional verification. No single item proves fraud; assess it in context and follow the same documented process for every candidate.
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- Reluctance to appear on camera or attend an in-person meeting when the role’s process requires it.
- Inconsistencies in appearance, time zone, location, identity details, or online profiles compared with the résumé.
- Signs of cheating during skills tests or uncertainty about whether the interviewee and worker are the same person.
- Freight-forwarding addresses, repeated address changes, or requests to send equipment somewhere other than the verified address.
- Changes to payment accounts or methods, shared banking information, unusual virtual-currency payment requests, or requests for prepayment.
Use a discrepancy to trigger a check, not an automatic conclusion. A candidate may have a legitimate explanation; verify it independently and document the resolution.
What the public cases establish—and what they do not
DOJ case announcements illustrate the potential scale and cost of specific schemes, but they are not representative prevalence or average-loss estimates for employers as a whole.
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| DOJ case announcement | Figures reported | How to interpret them |
|---|---|---|
| May 16, 2024 | Court documents described schemes that defrauded more than 300 U.S. companies; more than 60 U.S. persons’ identities were compromised in the Chapman-related cell; the scheme allegedly generated at least $6.8 million for overseas IT workers. | Figures tied to the cases described in that release, not an estimate of all affected companies or total industry losses. Read DOJ’s release. |
| Updated May 6, 2026 | Court documents in a separate case involving more than 64 companies attributed more than $943,069 in salary payments and more than $1 million in remediation costs. | Amounts reported for that separate case, not a typical cost per incident. Read DOJ’s updated release. |
In the May 2024 release announcing charges, Principal Deputy Assistant Attorney General Nicole M. Argentieri said: “The charges in this case should be a wakeup call for American companies and government agencies that employ remote IT workers.” The statement accompanied charges and should be understood in that context.
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Keep employee-side job scams separate
“Job scam” can also mean a fake work-from-home offer aimed at an individual. In a June 2024 alert, the FBI’s Internet Crime Complaint Center described scams in which people were asked to pay cryptocurrency to unlock work. That is a different victim and process from employers verifying remote IT hires. Read the IC3 alert.
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- Small & Portable:A simple design with its small size and lightweight keychain, makes the remote perfect for attaching to your car key ring, pocket, or elsewhere, ensuring easy portability.
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What to do when you find suspicious activity
- Pause access or equipment handoffs while you verify the discrepancy through established channels; involve HR, IT, and security rather than relying on a single reviewer.
- Preserve relevant hiring, communications, device, payment, and access records under your retention and privacy policies.
- Escalate internally through the documented incident process. The FBI’s advisory directs organizations to contact their FBI field office or report through IC3 when suspicious activity is identified.
- Review employment, privacy, and recording decisions with counsel familiar with the jurisdictions involved.
These controls reduce opportunities for impersonation and unauthorized access, but no single check can detect every scheme. Keep the process proportionate, documented, consistently applied, and reviewed as roles and hiring arrangements change.
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2 for LiftMaster Chamberlain Craftsman Garage Door Opener Remote Keychain
- 5 Colors Learn Button: Universal garage door opener remote compatible with Chamberlain Lift Master, and Craftsman garage door opener. Please make sure your garage door opener has a Red/Orange/Purple/Yellow/Green learn button manufactured from 1993 to the present, this remote supports security rolling codes. Ideal for multi-car families or as a replacement for lost or damaged remotes, it offers a hassle-free solution
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- Compact and Lightweight: This universal garage door opener remote is small and lightweight. It can be easily attached to your keychain, stored in your pocket, or placed in your bag. It’s less likely to get lost and doesn’t need to be clipped in your car, preventing any marks or scratches.
- Important Note: The garage door opener remote has two modes: SOLID and FLASHING. The FLASHING mode is suitable for garage door openers with Yellow/Green learning button types, while the SOLID mode is compatible with garage door openers that have Purple/Orange/Red learning button types. You can change the working mode of your garage door remote as needed. For instructions on how to change the mode, please refer to our manual or video.
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