The Fake IT Worker Threat: How to Vet Freelancers and Contractors

Hiring remote IT freelancers and contractors can be a game-changer for flexibility, speed, and access to global talent. But that convenience also comes with risk. Over the past few years, we’ve seen a rise in cyberattacks that begin not with phishing emails or ransomware, but with fake IT workers hired to work inside an organization.

These aren’t just exaggerated headlines. North Korean threat actors, for example, have posed as software developers and security engineers to infiltrate Western companies. In one case, KnowBe4, a cybersecurity training firm, unknowingly hired a fake remote worker using stolen U.S. credentials and AI-generated visuals. Other reports confirm that malicious actors have used spoofed IPs, false resumes, and even synthetic identities to land legitimate jobs only to then use that access for espionage, data theft, or further compromise.

The Threat Is Real, and  its Growing

Why is this happening now?  It's partly because remote work has lowered the barriers to entry. It's much easier for someone to pass as a legitimate contractor when all communication is done online. In addatioin to that the rise of generative AI now possible to create fake video interviews, fake identities, and even synthetic voices to pass background checks or fool HR.

This isn’t limited to one region or one kind of company. Cybersecurity researchers have traced these threats to a range of industries and found tactics including fake video calls, deepfake-enhanced documentation, and stolen identities from legitimate workers on freelancing platforms. In some cases, attackers remained undetected for months quietly siphoning off data or installing backdoors for future attacks.

Vetting Remote Workers: What Actually Works

So how do you protect your business without completely cutting off access to remote talent?It starts with identity verification. That doesn’t just mean asking for an ID, it means confirming who someone really is, ideally through a live video interview. While it might feel like overkill, requiring candidates to speak face-to-face can expose red flags like voice mismatches, camera avoidance, or inconsistencies with what’s on paper.

It’s also smart to go beyond resumes and portfolios. Look for independently verified references, cross-check work history using LinkedIn or other public platforms, and ask technical questions in real time. Inconsistent answers or reluctance to demonstrate skills on a live call are warning signs.

Once someone is hired, it’s important to enforce basic security hygiene. Contractors should only have access to what they need no more, no less. Use role-based access, secure collaboration tools, and audit logs to ensure that every action can be tracked if something goes wrong. For particularly sensitive projects, require endpoint protection and ensure that devices meet your minimum security standards.

And don’t forget the basics: NDAs, training, and clearly communicated expectations around security protocols. It is important to remember that many attacks aren’t sophisticated, they succeed due to lax oversight and vague rules.

Stay Cautious, Not Paranoid

Hiring remote IT workers isn’t inherently dangerous. But like anything else in cybersecurity, it’s about balancing convenience with risk. A few extra steps in your vetting and onboarding process can make the difference between hiring a productive team member, or opening the door to a persistent threat actor.

As threats evolve, so should your hiring and access management strategies. Whether you’re working with a freelancer overseas or a contractor down the road, trust must be earned, and verified.