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If you're looking for work (full-time, contract or project), you want Corpshore Work for talent. If you're hiring, sourcing or need to employ someone compliantly in another country, you want Corpshore Work for business. Both run on the same identity and compliance infrastructure underneath; the experience above it is built separately for each.

Corpshore Work is one platform within Corpshore Solutions Corporation, founded in 2015. The group also runs Jwuma, a sister platform for AI data-annotation and labelling work. Both platforms share the same verified-identity infrastructure: verify once, work across either. The group's focus is on building infrastructure that makes cross-border work reliable, not on taking a cut of every transaction.

Never for the person doing the work. The worker fee is 0%, permanently, on either platform. This is a structural decision, not a promotional rate, it's built into how the platform's economics work. Businesses pay transparent, published fees per engagement or subscription tier, shown in full before anything is committed. There are no hidden markups, no percentage-of-salary charges and no minimum contract periods.

Candidate identity documents and profiles are stored in one of four regional databases (Americas, Europe, Middle East & Africa or Asia-Pacific), matching where the person lives. Matching itself runs on anonymised vectors with no names or documents attached. Company and billing data lives in one global control-plane database, since none of it is personal data about a candidate. This architecture exceeds GDPR, LGPD and POPIA requirements by design, not by bolting on compliance after the fact.

Yes, by design. AI assists with matching, screening, drafting and compliance checks across both platforms, but every automated output exposes a human-review option and nothing is ever auto-rejected. That rule has no exceptions. Every AI recommendation comes with an explanation, why this candidate was surfaced, why this match score was assigned, why this compliance structure was recommended. If either party disagrees with an AI output, a human review is one click away.

Worker classification follows local law, always. In the US, that means the IRS multi-factor test and relevant state tests (including California's AB5). In the EU, subordination and control tests. In Brazil, the CLT framework. In each jurisdiction, the platform determines the correct classification based on the actual working arrangement, not on what's cheapest for the employer. If the arrangement looks like employment, it's structured as employment, regardless of what the parties might prefer to call it.

Corpshore Work operates in 170+ countries. The country pages show the markets where we're most active, but coverage extends well beyond those. Create a profile, set your location and the platform will confirm local support. If your country requires a specific entity structure we don't yet hold, the EOR partner network covers the gap in most cases.

Upwork connects freelancers with clients and takes 10–20% from the worker. Deel provides employer-of-record services but doesn't source candidates. Traditional staffing agencies source and screen but charge the employer 15–25% of annual salary as a placement fee. Corpshore Work does all three (sourcing, compliance and payment) on one platform, charges the worker 0% and charges the employer transparent per-engagement fees that are a fraction of traditional staffing costs. The model is closer to infrastructure than to brokerage.

It works for both. The free tier lets employers post roles and access the candidate pool with no upfront cost. Per-engagement fees apply only when you actually hire someone. There's no minimum number of hires, no annual commitment and no penalty for using it once and not again. The platform scales up to enterprise volume but it starts at one.

IP assignment and work-for-hire provisions are included in every generated contract, tailored to the jurisdiction. In countries where work-for-hire doctrine doesn't apply (most of the world outside the US), explicit IP assignment clauses are used instead. The platform generates the right clause for the right jurisdiction, you don't need to know which applies where.