If you’ve hired a remote IT contractor in the last 2 years, there’s a real chance at least 1 wasn’t who they claimed to be!
If you’ve hired a remote IT contractor in the last two years, there’s a real chance at least one wasn’t who they claimed to be.
That’s not speculation; it’s what the DOJ just documented.
Two U.S.-based facilitators were sentenced for helping North Korean operatives land remote IT jobs at 100+ American companies, using stolen identities and “laptop farms” on U.S. soil to mask the foreign access.
TechCrunch’s Lorenzo Franceschi-Bicchierai has the full write-up.
The $5M figure in the indictment is almost beside the point. The bigger story is what it tells us about how remote hiring actually works in 2026.
For the ERP world specifically, this should get attention. Dynamics and NetSuite implementers often sit inside financial systems, customer records, and regulated data from day one. The access a consultant gets on a GL migration or an F&O deployment isn’t trivial. If the person on the other end of the Teams call isn’t who the resume says they are, the exposure isn’t theoretical.
A few questions worth sitting with if you’re a hiring manager, PE operating partner, or partner/VAR leader:
How deep does your identity verification actually go beyond a standard background check?
When physical presence in a specific jurisdiction matters for compliance or client requirements, are you verifying it or taking the candidate’s word?
Do your IT, security, and talent acquisition functions actually talk to each other, or do risk signals get lost between the seams?
We’ve spent 25+ years placing Dynamics and NetSuite talent across North America and Europe. The market has never been more global or more remote, and that’s largely a good thing. But the floor on vetting has to rise with it.
Hiring the wrong person used to be a performance problem; increasingly, it’s a compliance, IP, and now even a national security problem!
That’s not speculation; it’s what the DOJ just documented.
Two U.S.-based facilitators were sentenced for helping North Korean operatives land remote IT jobs at 100+ American companies, using stolen identities and “laptop farms” on U.S. soil to mask the foreign access.
TechCrunch’s Lorenzo Franceschi-Bicchierai has the full write-up.
The $5M figure in the indictment is almost beside the point. The bigger story is what it tells us about how remote hiring actually works in 2026.
For the ERP world specifically, this should get attention. Dynamics and NetSuite implementers often sit inside financial systems, customer records, and regulated data from day one. The access a consultant gets on a GL migration or an F&O deployment isn’t trivial. If the person on the other end of the Teams call isn’t who the resume says they are, the exposure isn’t theoretical.
A few questions worth sitting with if you’re a hiring manager, PE operating partner, or partner/VAR leader:
How deep does your identity verification actually go beyond a standard background check?
When physical presence in a specific jurisdiction matters for compliance or client requirements, are you verifying it or taking the candidate’s word?
Do your IT, security, and talent acquisition functions actually talk to each other, or do risk signals get lost between the seams?
We’ve spent 25+ years placing Dynamics and NetSuite talent across North America and Europe. The market has never been more global or more remote, and that’s largely a good thing. But the floor on vetting has to rise with it.
Hiring the wrong person used to be a performance problem; increasingly, it’s a compliance, IP, and now even a national security problem!
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