Built so talent and work can find each other, anywhere
Corpshore Work is part of Corpshore Solutions Corporation. We run the compliance, payroll and matching infrastructure so a business in one country can hire someone in another without either side taking on the legal risk, and without the worker paying for the privilege of being found.
- Countries
- 170+
- Languages
- 35+
- Hub cities
- 12
- Data regions
- 4
- Worker fee
- 0%
- Founded
- 2015
Our mission
Verified identity should travel with a person, not get rebuilt for every relationship
We started from a simple observation: the same person re-proves who they are, where they live and what they can do, over and over, for every marketplace, every employer, every platform. That friction falls hardest on the people with the least power in the relationship: the workers.
A software developer in Nairobi applying for 10 remote roles on 10 different platforms uploads the same government ID 10 times, completes 10 different verification flows, and waits for 10 separate approvals. A marketing specialist in Manila switching from one client to another has to re-prove the same credentials she proved six months ago. A data engineer in Krakow moving from a contract to a full-time role with the same company goes through the entire onboarding process again because the platform changed.
Corpshore Work was built to stop this. Verify once. Carry that verification across every application, every employer, every country we operate in. That's the whole premise, and every technical decision flows from it.
Our story
From placement business to platform
Corpshore Work didn't start as a platform. It started as a recruitment business that placed candidates into roles one at a time, and grew into an infrastructure company because the problems we kept hitting — compliance, classification, cross-border payment — didn't have good off-the-shelf solutions.
Corpshore Solutions Corporation founded
The group started as a direct placement business — Corpshore Talent — connecting employers with verified candidates across borders. The early focus was on technology and professional services roles in North America and Europe.
Expansion into employer of record services
As clients needed not just to find talent but to employ them compliantly in foreign jurisdictions, the group built EOR capabilities. This meant establishing legal entities, navigating local employment law, and building payroll infrastructure country by country.
AI-assisted matching introduced
The matching engine moved from manual recruiter review to AI-assisted screening. The key design choice: matching would run on anonymised vectors, with no names, photos, or nationalities in the pipeline. This wasn't just a bias-reduction measure — it shaped the entire data architecture.
Pandemic accelerated everything
The shift to remote work turned what had been a niche (cross-border employment) into a mainstream requirement. Demand for compliant international hiring surged. The existing EOR infrastructure scaled from handling hundreds of engagements to thousands.
Jwuma launched
The sister platform for AI data-annotation work launched, built on the same identity and verification infrastructure. A contributor verified on Corpshore could opt in to Jwuma tasks without re-verifying. This proved the portable-identity model worked across different types of work.
Corpshore Work platform built
Everything the group had learned — direct placement, EOR, contractor management, AI matching, identity verification — was consolidated into a single platform. Corpshore Work replaced the patchwork of separate tools with one integrated experience, purpose-built differently for candidates and employers.
Worldwide beta launch
Corpshore Work opened to the public in beta, operating across 170+ countries with 35+ language support. Four regional databases, AI-powered matching, automated compliance generation, and weekly settlement in 40+ currencies.
Our principles
Six commitments that constrain how we build
These aren't aspirational statements. They're architectural constraints baked into the platform. Each one limits what Corpshore Work can do, which is the point — a platform that can't charge workers a fee is a fundamentally different product from one that chooses not to today.
Workers never pay
Zero platform fee for candidates, permanently. This is a structural decision, not a promotional rate. The business model is designed so that revenue comes entirely from employer-side fees. A worker earning $100,000 keeps $100,000. On a typical freelance marketplace, that same worker would lose $10,000–$30,000 to platform fees.
Every automated decision gets a human option
Our matching and screening tools surface and explain. They never silently reject. A person can always request human review, and the system is architecturally incapable of auto-rejecting an application. This applies to both sides: a candidate's match score is explainable, and an employer's candidate ranking shows why each person was surfaced.
Your data stays where you are
Identity documents and personal profiles are stored in the region where the person lives, not shipped globally. Four dedicated regional databases (Americas, Europe, MEA, Asia-Pacific) ensure that a developer in Lagos has their data stored in the MEA region, not on a server in Virginia. The matching pipeline runs on anonymised vectors that contain no identifying information.
Compliant by default
Every engagement runs through jurisdiction-specific contract generation — not a one-size-fits-all template translated into different languages, but contracts that reflect the actual employment law of the specific country. Worker classification follows local tests: the IRS multi-factor test in the US, subordination tests across the EU, the ABN test in Australia, and dozens more.
Transparent pricing, no exceptions
Every fee is published before commitment. No hidden markups, no percentage-of-salary charges baked into invoices, no surprise costs after onboarding. Employers see the per-engagement fee for each hiring model (direct hire, EOR, CoR) before they choose one. If we change pricing, existing engagements keep their original rate.
Portable verification
Identity verification happens once at the platform level. The same verification badge carries across every application on Corpshore Work, across every engagement type, and across sister platforms in the group (like Jwuma for AI data work). A person who moves between projects doesn't re-verify. This reduces friction for the worker and costs for the employer.
The group
Built on top of an existing recruitment business
Corpshore Solutions Corporation didn't start with Corpshore Work. The group's original business, Corpshore Talent, placed candidates into roles directly for years before this platform existed. When we built Corpshore Work, the candidates already in that system were migrated in, not asked to start over. Their verification, their application history, their professional ratings — all carried across.
This matters because it means Corpshore Work launched with a real track record, not a cold start. The compliance templates, the entity structures, the payroll integrations — these were tested in production for years before they became platform features.
The same group also runs Jwuma, an AI data-annotation and labelling platform. A contributor verified on one Corpshore platform can opt in to work on the other without re-verifying. This proves the portable-identity model works across fundamentally different types of work: Corpshore Work handles traditional employment (full-time, contract, project), while Jwuma handles task-based AI training data work.
Corpshore Work
Full-time, contract, and project employment. AI-assisted matching, automated compliance, integrated payment. The platform you're on right now.
Jwuma
AI data-annotation and labelling tasks. Microtask-based work for contributors who want flexible, skill-matched AI training data assignments. Same verification, same payment infrastructure.
How we operate
Infrastructure decisions that shape the product
These aren't feature descriptions — they're architectural choices made at the foundation level. They constrain what the platform can do and determine how data flows, where it's stored, and who can access it.
Four data regions
Americas (NA), Europe (EU), Middle East & Africa (MEA), and Asia-Pacific (AP). Each region runs a dedicated PostgreSQL cluster hosted by Neon. Personal data — identity documents, profile information, verification records — stays in the region where the person lives.
This exceeds the requirements of GDPR, LGPD (Brazil), POPIA (South Africa), and PDPA (Singapore) by default. When regulations change, the data is already where it needs to be.
Anonymised matching pipeline
The AI matching engine processes feature vectors derived from skills, experience, work preferences, and job requirements. These vectors contain no personally identifiable information — no names, photos, nationalities, ages, or genders.
This is a deliberate bias-reduction measure. The matching engine physically cannot discriminate on protected characteristics because they're not in the data it processes. Human reviewers see full profiles only after the matching stage.
Global control plane
Company accounts, role postings, billing, and platform configuration live in a single global database. This data is not personal data about candidates, so it doesn't require regional separation.
The control plane handles subscription management, engagement lifecycle, invoice generation, and audit logging. Every action is logged and exportable for compliance review.
Event-driven compliance engine
When a match becomes an engagement, the compliance pipeline fires automatically: determining entity type, generating jurisdiction-specific contracts, setting up tax withholding, and scheduling payroll.
The pipeline holds active EOR entities in 85+ countries and partners in 90+ more. Contract templates are maintained per jurisdiction and updated as employment law changes. Worker classification follows local law, not a global default.
Weekly settlement
Workers are paid every Friday, regardless of engagement type. Payment rails are selected automatically based on the worker's country: bank transfer (ACH, SEPA, local clearing systems), Stripe Connect, Wise, or local mobile money.
Over 40 currencies are supported natively. Zero fees on the worker side. The settlement engine reconciles timesheets, approvals, tax withholding, and exchange rates before each Friday run.
Verification infrastructure
Identity verification checks government-issued IDs against 6,000+ document types from 200+ countries. Liveness detection, document authenticity checks, and professional credential review run in a single verification flow.
Average verification time is under 4 hours. Verification is persistent: it carries across applications, engagements, and sister platforms. Re-verification is triggered only by material changes (new country, expired documents).
Where we work
170+ countries, four data regions
Corpshore Work operates in every major global market. We hold active EOR entities in 85+ countries and partner entities in 90+ more, covering the full range of employment models in each jurisdiction.
Americas (NA)
North, Central, South America, Caribbean
40+ countries
Major tech and nearshoring markets
Europe (EU)
EU, EEA, UK, Eastern Europe, Balkans
45+ countries
Strong employment law, high compliance bar
MEA
Middle East, North Africa, Sub-Saharan Africa
50+ countries
Rapidly growing tech ecosystems
Asia-Pacific (AP)
East Asia, Southeast Asia, Oceania, South Asia
35+ countries
World's largest talent pools
Common questions
About the company
Is Corpshore Work a staffing agency?+
No. Staffing agencies source candidates, take a margin on their salary, and typically act as the employer of record. Corpshore Work is a platform: it provides the infrastructure for matching, compliance, and payment, but the employer-worker relationship is direct. We charge transparent, published per-engagement fees — not a percentage of the worker's salary.
How does the zero worker fee model work financially?+
The entire revenue model is on the employer side: per-engagement fees for each hiring model (direct hire, EOR, CoR), plus optional subscription tiers for higher volume. The zero worker fee isn't subsidised by higher employer costs — our per-engagement fees are competitive with or below standalone EOR providers, because we don't have separate sourcing, compliance, and payment vendors each taking a cut.
What's the difference between Corpshore Work and Corpshore Talent?+
Corpshore Talent was the group's original direct-placement business, where recruiters matched candidates to roles manually. Corpshore Work is the platform that replaced and scaled that model: AI-assisted matching, automated compliance, integrated payment, and a self-service interface for both sides. Candidates who were in the Corpshore Talent system were migrated to Corpshore Work with their verification and history intact.
How does Corpshore Work relate to Jwuma?+
Jwuma is a sister platform within Corpshore Solutions Corporation, focused on AI data-annotation and labelling tasks. Both platforms share the same identity and verification infrastructure. A person verified on Corpshore Work can opt in to Jwuma tasks (and vice versa) without re-verifying. The two platforms serve different types of work but the underlying infrastructure — identity, compliance, payment — is shared.
Where is the company headquartered?+
Corpshore Solutions Corporation operates across 12 hub cities globally. The platform is designed for distributed operation: there is no single headquarters that all decisions flow through. Regional operations, compliance, and support are handled locally.
Want to know more?
Reach the team at support@corpshore.work or explore the platform directly.