A convincing advert, recognizable logo or long interview does not prove that a job offer is genuine. Fraudsters can copy company names and create a process that feels professional. You do not need to establish every detail immediately; first pause actions that would expose money, identity documents or account access, then verify the opportunity through a channel you obtain independently.
1. Identify who is offering the job
Record the employer's name, the recruiter's name and the original advert address. Search for the employer's official website independently rather than using only a link in the message. Look for the vacancy or a verified contact who can confirm the recruiter and hiring process.
A company registration or professional profile is a useful lead, not proof that the person contacting you represents that company. Names and logos can be copied. Check small differences in domain spelling and compare the contact with the employer's published information. If the recruiter is an agency, ask which agency is involved and verify its identity separately from the claimed employer.
2. Pause requests to pay or move money
Treat payment to obtain a job, unlock earnings or complete recruitment as a serious warning. Common schemes involve equipment invoices, fake cheques, requests to send part of a payment elsewhere or online tasks that eventually require deposits. Do not test whether the scheme works by sending a small amount.
The FTC describes these job-scam patterns in its consumer guidance. If training or equipment is mentioned, independently establish who provides it, why it is needed and what the written terms say. Do not use cryptocurrency, gift cards or a transfer to an unfamiliar individual because a recruiter pressures you. A promise of reimbursement does not make a request safe.
Official references: FTC
3. Keep account access and documents separate
Never share passwords, one-time codes or account recovery details with a recruiter. Do not approve an unfamiliar sign-in notification. A hiring process does not require the candidate to give someone access to a personal email or banking account.
Identity and payroll details can be legitimately needed at an appropriate stage, but verify the employer, purpose and receiving channel first. Be cautious about requests before the role and process have been explained. Ask which documents are necessary and how they are handled. Share only what is justified for the stage you have reached; avoid sending an entire folder of personal documents in response to a generic message.
4. Examine the role and process
A genuine opportunity should provide enough information to understand the work, who employs you and how selection proceeds. Ask about duties, location, hours and the person responsible for hiring. Compare what appears in the advert with what you hear during the process.
Watch for changing company names, contradictory pay or pressure to skip basic questions. Unrealistic earnings for vague tasks deserve scrutiny, but salary alone is not a reliable fraud test. A video interview or formal-looking contract can be imitated. Verify the claim independently rather than deciding that a long conversation must have established trust. If essential questions remain unanswered, pause rather than guessing.
5. Check links and attachments carefully
Do not enter credentials on a page reached from an unsolicited message until you have checked the destination. Navigate independently to the employer's or provider's site when possible. Be careful with look-alike domains, shortened links and attachments that ask you to enable macros or install software.
A secure connection protects communication with a site but does not prove that the site's operator is honest. Read the domain name and the context of the request. If a recruiter directs you to a separate onboarding provider, verify that relationship with the employer through published contact details. Keep your browser and device protections enabled rather than following instructions to bypass warnings.
6. Test the claim through an independent contact
Use a number or address published on the employer's official site to ask whether the vacancy and recruiter are genuine. Do not use only the number supplied in the suspicious message. Keep the question factual: role, advert link, recruiter and the unusual instruction you have received.
If the employer cannot confirm it, do not provide more information while trying to persuade the sender to explain. A legitimate company may also be unaware that its name is being impersonated. Preserve the message and dates without forwarding passwords or private codes. The verification should establish the connection between the person, company and actual vacancy, rather than merely showing that the company exists.
7. Respond if you have already shared something
Stop further payments or disclosure. If money was sent, contact the payment provider or bank promptly through its official channel and explain what happened. If account access may be affected, use the provider's security and recovery tools from its official site.
Preserve relevant messages, advert links, payment details and dates for a report. Use the original platform's reporting function and the appropriate authorities in your country. In the United States, the FTC's reporting channel is one official option. Specific recovery and identity-protection steps depend on the information shared and where you live; use official guidance rather than paying someone who promises guaranteed recovery.
Official references: FTC
8. Use a consistent check before every application
Before sending an application, check employer identity, original source, role details, receiving address and requested documents. If someone is pushing for speed, slow down the decision instead of lowering your checks. Keep a note of unresolved questions so a reassuring later message does not erase them.
SayMyJob's assessments can help you review information, but they do not certify the authenticity of an employer or advert. An example, score or apparently relevant result is not a guarantee of safety. You choose whether to contact the employer and what to share. The editable search example below expresses criteria; it does not label an actual vacancy as verified.
This guide provides practical information. For decisions about immigration, contracts, tax or professional recognition, check the relevant authorities for your situation.
Turn this guide into your own search
The examples explain how to describe a search. They are not live job listings or a promise of employment.