In an era when “talent is everything” and work happens everywhere, the greatest risk to your organization might not be your competitors—it might be your next new hire.

National security isn’t just fought on battlefields anymore. It’s fought in video interviews, onboarding portals, and HR software. And increasingly, the people standing at the frontlines of that fight are not defense analysts or federal agents—but your HR team.

Yes, really.

As foreign adversaries like China and North Korea evolve their espionage tactics, they’ve discovered a new, disturbingly soft target: our hiring systems.

Recruitment Fraud Is the New Espionage—and It’s Working

It sounds like a bad Netflix plot. Fake companies. AI-generated job postings. Ex-federal employees being courted by “consulting firms” with vague missions and polished websites. But it’s real—and it’s happening.

According to new research from the Foundation for Defense of Democracies (FDD), Chinese intelligence services have been running a multi-company operation targeting laid-off U.S. government workers. The entities—Smiao Intelligence, Dustrategy, RiverMerge Strategies, Tsubasa Insight, and Wavemax Innov—aren’t startups. They’re spy fronts.

Their tactics are sophisticated:

• Job ads placed on LinkedIn and Craigslist with messages like “Opportunities for Laid-Off Federal Employees”
• Sites cloned from real companies, hosted on Tencent infrastructure, and stuffed with AI copy
• SSL certificates, metadata, and IP footprints all matching—suggesting a single, coordinated command

And once “hired,” targets are slowly cultivated—not pressured—to share knowledge, refer colleagues, or offer insights into past roles. It’s long-term infiltration dressed up as career transition. Watch the 60 Minutes special from May 18th on this very headline topic.

North Korea’s IT Army: Ghost Workers in Your Payroll System

Meanwhile, North Korea has weaponized remote work. DOJ reports reveal thousands of North Korean IT operatives have successfully embedded themselves into U.S. companies using false identities—complete with stolen SSNs, fake resumes, and even American addresses.

How?

They use “laptop farms”—actual homes in the U.S. where American accomplices receive and house employer-provided laptops. Then, North Korean workers access them remotely and perform real jobs, often with excellent results. Some teams collaborate on a single role to ensure high performance—and faster promotions.

This isn’t just clever—it’s dangerous.

CrowdStrike notes that many companies in aerospace, defense, crypto, and telecom are either compromised or at serious risk.

Why Talent Leaders Are Now National Security Assets

Let’s call this what it is: a paradigm shift.

Recruiting is no longer just about filling seats—it’s about protecting systems, supply chains, and sovereignty. And in this new world, HR isn’t a back-office function. It’s a strategic command center.

Today’s CHRO might as well be Chief Work Officer—a role that blends people strategy with organizational resilience, ethical hiring, and yes, counterintelligence.

That’s because every hire, contractor, and remote login is now a potential access point. And if you think your org is too small or too niche, consider this: intelligence agencies don’t just target classified roles—they target influence, access, and potential leverage.

Spotting the Red Flags: What HR Needs to Know

For Chinese Recruitment Schemes:

• Job applicants from “consulting” firms targeting ex-gov employees
• Recently created domains, cloned websites, vague services
• Applicants who subtly request access to government project knowledge

For North Korean IT Infiltration:

• Requests to send hardware to different addresses than on file
• Strange audio delays, mispronunciations, or obvious VoIP use
• Multiple people involved in “technical tests”
• Resumes with cloned formats, inconsistent histories

Building a Talent Defense Strategy

Verification Tactics:

• In-person or real-time video ID checks for sensitive roles
• Background verification through official institutions
• Require multiple references, not just listed employers

Tech & Access Controls:

• Monitor for unusual login activity (e.g., impossible geographies)
• Apply behavioral analytics to detect team-based deception
• Regularly audit system access permissions

HR + Security Collaboration:

• Train recruiting teams to identify deceptive behavior
• Collaborate with IT and infosec on pre-hire vetting
• Establish reporting pipelines with the FBI or DHS for suspicious cases

From Back Office to Battlefront: HR’s New Reality

Let’s be blunt. HR hasn’t always gotten the credit it deserves. But that’s changing—and fast.

The modern HR leader isn’t just managing culture, engagement, and DEI—they’re defining organizational integrity in an era of invisible threats. When foreign actors see your workplace as a target, hiring becomes a national security function. 

It’s time to think differently:

• Security clearances may start in Recruiting, not just Compliance.
• Talent acquisition should sit in board-level risk conversations.
• HR tech must be hardened against infiltration—not just optimized for UX.

What Happens Now?

We need coordinated efforts across the private and public sectors:

• Companies must invest in secure hiring infrastructure
• Law enforcement must continue exposing and prosecuting espionage via employment
• HR must evolve into a strategic function capable of spotting and stopping manipulation

In short: The line between business and national security needs some serious regulation.

And if foreign adversaries are thinking like talent strategists, then talent leaders need to start thinking like counterintelligence officers.

Now’s the time to fortify your hiring practices, upgrade your defenses, and ensure your team is part of the solution. Whether you’re building secure workflows, verifying identities, or monitoring ongoing performance, the right tools and partnerships matter.

Explore the platforms and experts that can help:

Top Background Check Platforms

Top Employee Performance Tracking Software

Consult with a pro at Talivity

Katie Fortunato

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About Katie Fortunato EVP of Platform Innovation, Hire Innovations Katie Fortunato is a passionate, purpose-driven entrepreneur and executive. She is the EVP of Platform Innovation at Hire Innovations, the holding company of three brands: Recruitics (2012), Talivity (2022), and Jobstream (2024). Katie's passionate about building new solutions for brands, specifically focusing on the future of work, work tech, and helping next gen connect to work through impactful partnerships. She oversees strategic innovation across the platform portfolio and drives growth efforts and strategic direction. Katie is dedicated to building world-class communities to help navigate and improve recruitment marketing and talent acquisition. Her career spans talent acquisition, media and entertainment, including roles as a hiring manager, at AOL, and as Director of Partnerships at Dow Jones & Co for The Wall Street Journal, where she launched new lines of business. Katie also produces new works by emerging theater artists and serves as President of the Onward & Upward Foundation.