Introduction

Online hiring has become ordinary in the Philippines. Job seekers now receive offers through email, Facebook, LinkedIn, WhatsApp, Telegram, Viber, job portals, and company websites. Many legitimate employers use these channels. Unfortunately, scammers do too.

A fake job offer can lead to loss of money, identity theft, illegal recruitment, unpaid labor, or even involvement in unlawful activities. In the Philippine context, job seekers must be especially careful because recruitment, employment, data privacy, overseas work, and online transactions are regulated by several laws and government agencies.

This article explains how to verify whether an online job offer is legitimate, what red flags to watch for, what Philippine laws may apply, and what steps a job seeker can take before accepting, paying, signing, or sending personal documents.

This is general legal information, not a substitute for advice from a lawyer or the proper government agency.

I. What Makes an Online Job Offer “Legitimate”?

A legitimate job offer usually has the following features:

A real employer or licensed recruiter
A clear job title and job description
A lawful recruitment process
No illegal fees charged to the applicant
A written offer or contract with understandable terms
Verifiable company details
Proper handling of personal data
Reasonable salary and benefits
A lawful work arrangement
No pressure, threats, or secrecy

A job offer is not automatically fake just because it is online. However, a job offer becomes suspicious when the supposed employer avoids verification, refuses to provide official documents, asks for money, uses unofficial accounts, or makes promises that sound too good to be true.

II. Common Online Job Offer Scams in the Philippines

1. “Processing Fee” or “Placement Fee” Scam

The applicant is told to pay for registration, training, medical examination, insurance, uniforms, software, background checks, work permits, or “slot reservation.”

This is one of the most common scams. Legitimate employers generally do not require applicants to pay money just to be hired. In overseas employment, placement fees are heavily regulated, and many categories of workers should not be charged placement fees at all.

A request for upfront payment is one of the strongest warning signs.

2. Fake Work-From-Home Job

The job is advertised as remote, easy, flexible, and high-paying. The applicant is asked to perform simple tasks such as liking posts, reviewing products, encoding data, or processing online orders. At first, the applicant may receive small payments. Later, the scammer asks the applicant to deposit larger amounts to “unlock” commissions or complete tasks.

These scams often use Telegram, WhatsApp, or Facebook groups.

3. Fake Company Impersonation

The scammer uses the name, logo, website screenshots, or employee names of a real company. They may create a fake email address or social media page that looks similar to the real employer.

For example, a legitimate company may use:

hr@company.com

while the scammer may use:

company.hr.recruitment@gmail.com

careers-companyph@yahoo.com

The real company exists, but the job offer does not.

4. Identity Theft Disguised as Hiring

The applicant is asked to submit government IDs, selfies with IDs, bank details, e-wallet numbers, signatures, tax information, or family information before any proper interview or contract.

Scammers may use this information to open accounts, access financial services, apply for loans, create fake profiles, or commit fraud.

5. Illegal Recruitment for Overseas Work

The applicant is offered work abroad without proper licensing, documentation, or verification. The recruiter may claim that deployment can happen quickly if the applicant pays immediately.

In the Philippines, overseas recruitment is strictly regulated. A person or agency generally cannot lawfully recruit Filipino workers for overseas employment unless properly licensed or authorized.

6. Money Mule or Crypto Scam Job

The applicant is hired to receive money, transfer funds, open bank accounts, process crypto transactions, or “assist clients” with payments.

Even if presented as “finance assistant,” “payment processor,” or “crypto account manager,” the work may involve money laundering, fraud proceeds, or unauthorized financial activity. A job seeker may become legally exposed even if they were initially unaware of the scheme.

7. Fake Training or Equipment Purchase

The supposed employer says the applicant is hired but must buy a laptop, headset, software, starter kit, uniform, or training module from a specific seller. The payment is made, but the job disappears.

A legitimate employer may require equipment for work, but forcing applicants to buy from a suspicious source before onboarding is a red flag.

8. Fake Government or Public Sector Job

The scammer claims to offer government employment and asks for payment to secure an appointment, plantilla position, training slot, or civil service processing.

Government hiring follows formal procedures. A private person cannot sell a government position.

III. Philippine Laws and Rules That May Be Relevant

Several Philippine laws may apply depending on the facts.

A. Labor Code of the Philippines

The Labor Code governs employment relationships, recruitment practices, wages, working conditions, and labor standards.

For local employment, job seekers should be cautious of employers or recruiters who charge unlawful fees, misrepresent employment terms, or evade labor standards.

A legitimate employment relationship should generally comply with rules on wages, working hours, benefits, occupational safety, and employment contracts.

B. Rules on Private Recruitment and Placement

Private recruitment and placement are regulated activities. A person or entity that recruits workers for local or overseas employment may need proper authority or licensing.

A recruiter who promises employment, collects money, or processes applications without proper authority may be engaging in unlawful recruitment.

C. Migrant Workers and Overseas Filipinos Law

For overseas employment, recruitment is more strictly regulated. Filipino workers should verify whether the agency is licensed and whether the job order is approved.

A job offer abroad should never be accepted based only on social media messages, scanned documents, or verbal promises. Overseas job applicants should check whether the recruiter and job order are legitimate through the proper government channels.

D. Anti-Illegal Recruitment Laws

Illegal recruitment may exist when a person or entity recruits, promises employment, or processes workers without the required license or authority. It becomes more serious when committed against multiple persons or by a syndicate.

Common indicators include:

No valid license or authority
No approved job order
Collection of excessive or unauthorized fees
False promises of deployment
Fake contracts or visas
Instructions to travel as tourists instead of documented workers

E. Data Privacy Act of 2012

The Data Privacy Act protects personal information. Employers and recruiters must collect, use, store, and process personal data lawfully, fairly, and for legitimate purposes.

A recruiter should not collect excessive personal information too early. For example, it may be reasonable to ask for a résumé at the application stage, but it is suspicious to demand copies of IDs, bank details, signatures, and selfies before any verified interview or offer.

Applicants should ask:

Who is collecting my data?
Why do they need it?
How will it be used?
How long will they keep it?
Will it be shared with third parties?
Is there a privacy notice?

F. Cybercrime Prevention Act of 2012

Online job scams may involve cyber-related offenses, especially when the scam is committed through electronic means. Fraud, identity theft, phishing, unauthorized access, and computer-related forgery may fall under cybercrime laws depending on the facts.

Screenshots, emails, message headers, transaction receipts, links, and account details may become important evidence.

G. Revised Penal Code

Traditional crimes may also apply, such as estafa or other fraud-related offenses, when a person deceives another and causes damage.

A fake job offer that induces payment, transfer of property, disclosure of sensitive data, or performance of unpaid work may potentially involve criminal liability.

H. E-Commerce and Consumer Protection Principles

Although employment is not always treated as a consumer transaction, online deception, misrepresentation, and fraudulent digital activity may still trigger regulatory or enforcement concerns. Job seekers should preserve evidence and report suspicious activity to the relevant agency.

IV. How to Verify a Local Online Job Offer

Step 1: Identify the Employer

Ask for the full legal name of the employer, not just the trade name or Facebook page name.

Check whether the employer can provide:

Registered business name
Office address
Official website
Official email domain
Landline or corporate contact number
Name and position of the recruiter
Business registration details
Written job description

Be careful when the employer only communicates through personal social media accounts, messaging apps, or free email accounts.

Step 2: Verify the Company’s Registration

A company may be registered with the Securities and Exchange Commission if it is a corporation or partnership. A sole proprietorship may be registered with the Department of Trade and Industry. It may also have a local business permit.

Registration alone does not prove that the job offer is legitimate, but lack of registration or inconsistent details is a warning sign.

Compare the details given by the recruiter with the company’s official records or public-facing information. Watch for slight differences in spelling, address, or business name.

Step 3: Check the Official Website and Career Page

Legitimate companies often post job openings on their official websites or recognized job platforms.

Look for:

The same vacancy on the official careers page
Matching job title
Matching location or work arrangement
Matching recruiter email domain
Application instructions that match the message you received

If the job is not listed, it may still be legitimate, but you should verify directly through official company channels.

Step 4: Confirm the Recruiter’s Identity

Ask the recruiter for their company email address and official contact details. Then contact the company through an independently verified channel, not merely through the number or link provided by the recruiter.

For example, use the contact details from the company’s official website, not the contact details sent in a suspicious message.

Ask:

“Can you confirm whether this person is part of your recruitment team and whether this job opening is valid?”

Step 5: Review the Email Address Carefully

A legitimate employer usually uses a company domain. Be cautious with:

Gmail, Yahoo, Outlook, or other free email accounts for corporate hiring
Misspelled domains
Extra hyphens or numbers
Domains that imitate real companies
Email addresses that do not match the company website
Recently created or suspicious-looking domains

Examples of suspicious patterns:

companynamecareers@gmail.com hr.company-ph@yahoo.com recruitment@company-careers-ph.com companyname.jobs2026@outlook.com

Some small businesses may use free email, so this is not conclusive by itself. But for large companies, a free email address is a major red flag.

Step 6: Examine the Job Description

A legitimate job description should explain:

Duties and responsibilities
Required qualifications
Work schedule
Work location or remote setup
Compensation structure
Employment type
Reporting line
Application process
Required documents
Start date or onboarding process

Be suspicious of vague job descriptions such as:

“Earn ₱3,000 daily from home. No experience needed. Just use your phone.”

“Online assistant. Easy tasks. Guaranteed income. Message us now.”

Step 7: Assess the Salary Offer

A salary that is unusually high for very little work should be treated carefully.

Red flags include:

Very high pay for no experience
Guaranteed daily earnings
No interview required
Commission-only structure hidden behind vague promises
Pay based on deposits or “task unlocking”
Salary paid through unclear channels
Compensation that depends on recruiting other applicants

A legitimate employer can offer competitive pay, but the offer should still make business sense.

Step 8: Never Pay to Get Hired

A job seeker should be extremely cautious if asked to pay for:

Application processing
Reservation of slot
Training
Medical exam controlled by the recruiter
Background check
Work ID
Software
Uniform
Equipment
Visa processing
Travel documents
“Activation” of payroll
Wallet verification
Commission release

In most legitimate hiring situations, the employer pays recruitment costs, not the applicant.

Step 9: Do Not Send Sensitive Documents Too Early

At the early application stage, a résumé or portfolio may be enough. Be careful before sending:

Passport
Driver’s license
UMID
PhilID
TIN card
SSS number
PhilHealth number
Pag-IBIG number
Birth certificate
Bank account details
Credit card information
E-wallet account information
Selfie holding an ID
Signature specimen
Proof of billing
NBI clearance
Police clearance

Some documents may be legitimately required later in the hiring process, but the timing matters. A demand for sensitive documents before a verified interview or written offer is suspicious.

Step 10: Check Whether the Interview Process Is Realistic

Legitimate employers usually conduct structured screening. This may include interviews, assessments, reference checks, or onboarding.

Red flags include:

Hired immediately without interview
Interview conducted only by chat
No video call or voice call for a professional role
No company email used
Recruiter refuses to answer basic questions
Applicant is pressured to decide immediately
Applicant is told not to contact the company directly

Some legitimate remote jobs use asynchronous screening, but total avoidance of verification is suspicious.

V. How to Verify an Overseas Job Offer

Overseas employment requires extra caution.

Step 1: Verify the Recruitment Agency

For overseas jobs, check whether the agency is properly licensed or authorized by the appropriate Philippine government body handling overseas employment.

Look for:

Agency name
License status
License validity
Authorized officers
Registered business address
Approved job orders
Country of deployment
Employer or principal
Position offered

Do not rely only on a screenshot of a license. Verify independently.

Step 2: Verify the Job Order

A legitimate overseas job offer should usually correspond to an approved job order.

Check whether the position, employer, country, salary, and agency match the official job order details.

If there is no approved job order, the offer may be suspicious.

Step 3: Beware of Tourist-Visa Deployment

A major red flag is being told to leave the Philippines as a tourist and “convert” status abroad.

Statements like these are dangerous:

“Just say you are visiting.”
“Do not mention you will work.”
“Immigration is strict, so memorize this story.”
“The work permit will be processed after you arrive.”
“No need for government processing.”

Legitimate overseas employment should be properly documented. Leaving as a tourist for actual work may expose the worker to immigration problems, deportation, exploitation, or lack of legal protection.

Step 4: Do Not Pay Unauthorized Fees

For overseas work, fees must be lawful, documented, and properly receipted. Be careful with:

Excessive placement fees
Fees collected before contract approval
No official receipt
Payment to personal bank accounts
Payment through remittance centers or e-wallets under an individual’s name
Vague “processing fee”
Fees for fake visas or fake contracts

Always ask for official receipts and written explanation of the fee.

Step 5: Review the Employment Contract

An overseas employment contract should be clear on:

Employer name
Worksite
Position
Salary
Working hours
Rest days
Overtime
Accommodation
Food or allowance
Transportation
Insurance
Contract duration
Termination rules
Repatriation
Dispute procedure

Do not sign blank forms, incomplete contracts, or documents you do not understand.

VI. Red Flags of a Fake Online Job Offer

The following signs should prompt caution:

The job promises unusually high pay for simple tasks.
You are hired without a meaningful interview.
You are asked to pay before starting.
The recruiter uses only Telegram, WhatsApp, Viber, or Facebook Messenger.
The email address is free, misspelled, or unrelated to the company.
The company cannot be verified.
The recruiter refuses to give a business address.
You are pressured to act immediately.
You are asked to keep the offer confidential for no valid reason.
The job requires you to transfer money through your personal account.
You are asked to open bank or crypto accounts for the employer.
You are told to use your personal e-wallet for company transactions.
The offer letter has poor formatting, wrong logos, or inconsistent names.
The recruiter sends a fake-looking certificate, license, or permit.
The contract lacks salary, job title, or employer details.
The recruiter discourages verification.
The website is newly made or has little information.
The social media page has recent creation dates, copied content, or fake engagement.
You are asked for IDs and selfies too early.
The job involves “tasks” that require deposits to earn commissions.
The recruiter asks you to recruit more people.
The recruiter offers overseas work but tells you to travel as a tourist.
There is no official receipt for payments.
Payment is requested through personal accounts.
The supposed employer cannot be contacted through official channels.

VII. Documents to Ask For

Depending on the job, you may ask for:

For Local Employment

Written job offer
Job description
Employer’s full legal name
Business address
Company email address
Employment contract
Compensation and benefits details
Work schedule
Remote work policy, if applicable
Privacy notice for personal data
Official contact person
Onboarding checklist

For Agency-Recruited Work

Agency license or authority
Official receipt for lawful fees
Written recruitment agreement or authorization
Name of employer or principal
Job order information
Contract terms
Clear breakdown of costs

For Overseas Work

Verified employment contract
Approved job order details
Agency license details
Work visa or permit information
Country-specific deployment requirements
Insurance and repatriation terms
Pre-departure documents
Official government processing documents

VIII. How to Review an Online Job Offer Letter

A job offer letter should be examined carefully. Look for the following:

1. Employer Identity

The offer should identify the employer clearly. A vague phrase such as “our company” or “international client” is not enough.

2. Position

The job title and role should be specific.

3. Compensation

The offer should state salary or rate, payment frequency, commissions if any, and benefits.

4. Work Arrangement

It should specify whether the job is onsite, hybrid, remote, project-based, freelance, probationary, regular, or contractual.

5. Working Hours

The offer should state the schedule, including night shift or weekend work if applicable.

6. Start Date

A legitimate offer normally states a start date or expected onboarding period.

7. Conditions

If the offer is conditional, it should state the conditions, such as background checks, medical clearance, or submission of employment documents.

8. Signature

Check whether the signatory exists and has authority.

9. Contact Details

The document should use official company contact information.

10. Consistency

Names, addresses, fonts, logos, and dates should be consistent. Inconsistencies may indicate a copied or forged document.

IX. Data Privacy Precautions for Job Applicants

Job applicants often disclose personal information. This makes them vulnerable to identity theft.

A. Share Only What Is Necessary

At the application stage, a résumé, cover letter, and portfolio may be sufficient. Avoid sending full IDs unless the employer is verified and there is a valid reason.

B. Watermark Documents

When sending copies of IDs, consider placing a watermark such as:

“For employment application with [Company Name] only – [Date].”

This may reduce misuse.

C. Cover Sensitive Numbers When Appropriate

If a document is needed only for identity verification, ask whether full numbers are necessary. Some situations may allow partial redaction.

D. Avoid Sending Selfies With IDs Prematurely

A selfie with an ID is highly sensitive and can be abused for account verification or fraud.

E. Ask for a Privacy Notice

A legitimate company should be able to explain how it handles applicant data.

F. Do Not Share OTPs or Passwords

No legitimate employer should ask for your one-time passwords, banking passwords, email passwords, or account recovery codes.

X. Remote Work and Freelance Offers

Remote work can be legitimate, but applicants should still verify the client or company.

A. Clarify Employment Status

Ask whether you will be:

Employee
Independent contractor
Freelancer
Consultant
Project-based worker
Agency-assigned worker

This matters for taxes, benefits, labor protections, and termination rights.

B. Clarify Payment Terms

Ask:

How much will I be paid?
When will I be paid?
What platform will be used?
Is payment fixed or hourly?
Are there deductions?
Is there a written contract?
What happens if the client does not pay?

C. Beware of Unpaid “Trial Work”

Some employers ask for sample work. A short skills test may be acceptable, but extensive unpaid work that benefits the company may be exploitative.

D. Avoid Jobs Requiring Personal Financial Accounts

Do not use your personal bank account, GCash, Maya, crypto wallet, or remittance account to receive and forward company funds unless you have verified the legality and received proper legal advice. This may expose you to fraud or money laundering allegations.

XI. Specific Warning Signs in Chat-Based Hiring

Many scams happen through messaging apps. Be cautious if the recruiter:

Refuses to speak on a call
Uses poor or scripted responses
Sends generic job descriptions
Asks you to click unknown links
Sends shortened URLs
Pressures you to pay immediately
Adds you to a group chat full of supposed earners
Shows fake testimonials
Sends screenshots of earnings
Tells you not to ask too many questions
Claims the offer is “limited slots only”
Uses emotional pressure, such as “help your family now”

A legitimate employer should not be offended by reasonable verification.

XII. Safe Verification Checklist

Before accepting an online job offer, go through this checklist:

Employer Verification

Full legal name confirmed
Business registration checked
Official website reviewed
Official email domain confirmed
Recruiter identity confirmed
Office address verified
Contact number verified independently

Job Verification

Job description is clear
Salary is realistic
Work schedule is stated
Work location or remote setup is clear
Employment status is identified
Interview process is credible
Written offer received
Contract reviewed

Payment Safety

No upfront fee required
No payment to personal accounts
No “activation” or “unlocking” fee
No suspicious equipment purchase
No task-based deposit scheme
Official receipts required for any lawful fee

Data Privacy

Only necessary documents submitted
Sensitive IDs not sent too early
No OTPs or passwords shared
Privacy notice requested
Documents watermarked where appropriate

Overseas Work

Agency license verified
Job order verified
Contract reviewed
No tourist-visa deployment
No unauthorized fees
Official processing followed

XIII. What to Do If You Suspect a Job Offer Is Fake

1. Stop Communicating Temporarily

Do not send more money or documents. Do not click more links.

2. Preserve Evidence

Save:

Screenshots of messages
Email headers
Offer letters
Contracts
Payment receipts
Bank or e-wallet account details
Phone numbers
Social media profiles
Website links
Group chat details
Names used by the recruiter

Do not delete the conversation.

3. Verify Through Official Channels

Contact the real company, recruitment agency, or government agency using independently obtained contact information.

4. Report the Account or Page

Report fake pages, scam profiles, and phishing links to the relevant platform.

5. Report to Authorities

Depending on the case, you may consider reporting to:

The proper labor authority for employment or recruitment concerns
The agency handling overseas employment, if the offer involves work abroad
The National Privacy Commission for misuse of personal data
Cybercrime authorities for online fraud or identity theft
The police or NBI for possible criminal offenses
Your bank or e-wallet provider if money was sent

6. Secure Your Accounts

If you sent IDs, clicked links, or shared sensitive information:

Change passwords
Enable two-factor authentication
Monitor bank and e-wallet accounts
Contact your bank or e-wallet provider
Watch for unauthorized loans or account openings
Be alert for follow-up scams

XIV. What If You Already Paid Money?

If you paid a suspected scammer:

Contact your bank, e-wallet provider, remittance center, or card issuer immediately.
Ask whether the transaction can be frozen, reversed, traced, or reported.
Preserve proof of payment.
Do not pay additional “refund processing” fees.
File a report with the appropriate authority.
Warn others only with truthful statements and evidence to avoid defamation issues.

Scammers often ask victims to pay again to recover lost money. This is usually another scam.

XV. What If You Already Sent IDs or Personal Data?

If you sent personal documents:

Save proof of what was sent.
Ask the recipient to delete the documents, though scammers may not comply.
Monitor financial accounts.
Watch for messages about loans, deliveries, account openings, or suspicious verifications.
Consider reporting possible identity theft or data misuse.
Be cautious of future messages that use your personal details to appear credible.

Watermarking future submissions can help reduce risk.

XVI. Legal Risks for Job Seekers

A job seeker can also face risk if they unknowingly participate in illegal activity. Be especially careful with jobs involving:

Receiving money from strangers
Forwarding funds
Opening bank accounts for others
Buying SIM cards for others
Creating fake accounts
Posting fake reviews
Recruiting others into investment schemes
Processing crypto transactions
Handling customer deposits
Using personal accounts for company money

Even if the job seeker was deceived, their name, account, phone number, or ID may appear in complaints or investigations.

XVII. Legitimate Employer Practices vs. Suspicious Practices

Situation	Usually Legitimate	Suspicious
Communication	Company email, official portal, professional interview	Telegram-only, personal account, no verifiable identity
Fees	Employer pays hiring costs	Applicant pays to be hired
Documents	Requested after verification or offer	IDs and selfies demanded immediately
Interview	Structured screening	Hired instantly by chat
Salary	Reasonable and explained	Very high pay for vague tasks
Contract	Clear written terms	Blank, vague, or inconsistent documents
Overseas work	Licensed agency, approved job order	Tourist visa, fast deployment, cash fees
Payment	Payroll or official method	Personal e-wallet transfers, deposits, crypto
Company identity	Independently verifiable	Fake website, copied logo, inconsistent details

XVIII. Practical Questions to Ask the Recruiter

A legitimate recruiter should be able to answer basic questions such as:

What is the full legal name of the employer?
What is the company’s official website?
What is your company email address?
What is your office address?
Is this role employee, contractor, or freelance?
What is the salary or rate?
Are there any fees? If yes, what law or policy authorizes them?
Will I receive an employment contract?
Who will sign the contract?
What documents are required and when?
How will my personal data be protected?
For overseas work, is the agency licensed?
For overseas work, is there an approved job order?
What is the official deployment process?
Can I verify this opening through your official company channels?

Refusal to answer reasonable questions is a warning sign.

XIX. Sample Verification Message to a Company

You may send a message like this to the company’s official email or contact page:

Good day. I received an online job offer for the position of [position] from a person claiming to represent your company. May I confirm whether this job opening is legitimate and whether [recruiter’s name/email/number] is authorized to recruit for your company? I can provide screenshots or documents if needed. Thank you.

XX. Sample Response to a Suspicious Recruiter

You may respond:

Thank you for the offer. Before I proceed, may I request your full company name, official company email address, office address, business registration details, and a written job description? I also need to verify the job opening through your official company channels. I will not send payments or sensitive personal documents until verification is complete.

If the recruiter becomes angry, threatening, or evasive, treat that as a serious red flag.

XXI. Special Notes for Students, Fresh Graduates, and First-Time Job Seekers

First-time applicants are often targeted because they may be unfamiliar with hiring procedures. Be cautious of offers that say:

“No interview needed”
“Guaranteed acceptance”
“Pay today, start tomorrow”
“Limited slots”
“Open to students, earn ₱5,000 daily”
“Use your phone only”
“Recruit friends for extra income”
“Send your ID now to reserve your slot”

A real opportunity should withstand verification.

XXII. Special Notes for OFWs and Applicants for Work Abroad

For overseas work, never rely only on:

Facebook posts
TikTok videos
Group chat announcements
Referral by a stranger
Screenshots of visas
Promises of fast deployment
Claims of “no need for agency”
Instructions to lie to immigration

A legitimate overseas job should have proper documentation and government processing.

XXIII. Legal Consequences for Scammers and Illegal Recruiters

Depending on the facts, those behind fake job offers may face liability for:

Illegal recruitment
Estafa or fraud
Cybercrime offenses
Identity theft
Data privacy violations
Falsification
Use of fake documents
Unlawful collection of fees
Money laundering-related offenses
Other criminal, civil, or administrative violations

The exact liability depends on evidence, intent, amount involved, number of victims, and applicable laws.

XXIV. Final Rule: Verify Before You Trust

In the Philippines, the safest approach is:

Do not pay. Do not rush. Do not send sensitive documents. Do not rely on screenshots. Verify through official channels.

A legitimate employer or recruiter should be willing to be checked. Verification protects not only your money, but also your identity, your legal safety, and your future employment opportunities.

An online job offer may be real, but it must be proven real before you act on it.