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The Challenge
Before WorkRight, I-9 compliance was shaped by paper-based processes, fragmented execution, and limited visibility across a highly complex hiring environment. Although central oversight had begun to take shape, execution still relied heavily on manual coordination, physical document handling, and reactive follow-up. At the same time, audit expectations were increasing, requiring faster access to complete and defensible records.
- Distributed Hiring: Hiring across nearly 200 departments left central HR downstream of decisions, creating timing gaps and compliance risk.
- Manual HR Processes: A small central team relied on paper forms, scanning, and manual tracking, limiting capacity during peak hiring cycles.
- Fragmented Systems Visibility: Employee status, reverifications, and documentation required multiple systems, with no single source of truth.
- High-Volume Onboarding: Seasonal hiring spikes demanded rapid processing of large hire volumes, increasing operational strain and risk.
The Solution
Created a single source of truth and strengthened audit defensibility
Centralized I-9 documentation into a structured system of record
Reduced manual work and increased data accuracy
Implemented guided workflows to improve accuracy and reduce manual errors
Improved visibility and enabled earlier issue detection
Enabled real-time reporting for proactive compliance tracking
Sustained performance during peak hiring cycles
Supported high-volume hiring while maintaining onboarding efficiency
Increased confidence in compliance execution and reduced audit risk
Provided legal-backed compliance support with guidance and representation
During an E-Verify review, the team was able to quickly produce documentation and respond effectively, supported by both the platform and legal expertise.
testimonials
"The level of support we were able to get from the legal team… that's not something you find everywhere."
— Senior Program Manager
