Know your people™

Simplify your onboarding experience with Form I-9  

Our Form I-9 and E-Verify solutions help streamline onboarding by addressing complex U.S. employment eligibility.

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SOLUTIONS THAT SCALE 

How our Form I-9 solution works

Onboard quickly and confidently with our guided, electronic Form I-9 workflows.

Start Form I-9 from your dashboard, ATS/HRIS, or via automated file feed.

A new hire receives an automated email and completes Section 1 digitally.

Employers or designated verifiers complete Section 2 using flexible verifier options for Form I-9, including our proprietary Virtual I-9 Document Review to easily complete Section 2 and Supplement B.

Cases are automatically created (if applicable) and managed within your dashboard.

Completed forms and I-9 documentation are retained in our secure platform, with easy access for audit purposes.

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ONBOARD WITH EASE & EFFICIENCY 

Achieve increased productivity with I-9 

You’ll benefit from:

  • A consolidated screening and I-9/E-Verify program.
  • A modern, mobile-responsive experience that’s centered around you and your new hires.
  • Robust verifier options for Form I-9, including our proprietary Virtual I-9 Document Review to easily complete Section 2 and Supplement B.
  • A centralized cloud-based data center to store all Form I-9 and supporting documents.
  • A streamlined E-Verify process with auto-submission and integrated case management tools.
  • Intelligent I-9 Smart Review validations automatically flag Forms I-9 that require attention, helping reduce delays and support compliance efforts.
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SMART SOLUTIONS  

We help tackle your Form I-9 challenges head-on

Managing Form I-9 is increasingly complex, and the stakes are high.

Evolving government requirements make Form I-9 more complex, increasing the risk of errors and documentation issues.1

Unsubmitted Forms I-9 can result in employee termination and employer penalization from the Department of Homeland Security (DHS) and United States Citizenship and Immigration Service (USCIS).2​

Tracking record retention rules manually creates administrative burden and risk.

Increased enforcement activity elevates the risk of audits and costly federal fines.

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THOROUGH VERIFIER OPTIONS

Robust, Section 2 Verification Options 

Eligible employers have three choices for completing Form I-9 Section 2: in-person, remote in-person, or virtual.

  • Modern new hire onboarding needs
  • Screened and expertly trained virtual I-9 Document specialists
  • Secure, convenient, efficient, cost effective
  • Our virtual I-9 Document specialists use an online tool for completion during virtual meeting
  • Most like traditional paper-pencil method
  • Company-designated representative serves as agent
  • Can be performed in-person or virtually
  • No additional cost
  • “Next door neighbor” method
  • Employee chooses agent
  • Agent uses First Advantage online tool for completion during in-person meeting
  • No additional cost
  • Employee selects appointment time at one of 420+ U.S. locations
  • Agent uses First Advantage online tool for completion during in-person meeting
  • Additional cost per use
  • Traveling notary agent meets in public place
  • Notary serves as agent – not notarizing Form I-9
  • Agent uses First Advantage online tool for completion during in-person meeting
  • Additional cost per use

*When using Notary Network, the notary is acting on behalf as a signer/agent, not a notary.

Global Leader

Why First Advantage?

Our advanced fulfillment systems will accelerate the turnaround times on your background criminal record checks. Approximately 90% of our U.S. criminal searches utilize intelligent automation to speed up the entire employment criminal background check process of searching for court records3.

PARTNER WITH EXPERTS 

Frequently Asked Form I-9 Questions 

Form I‑9 is used to verify the employment eligibility of individuals hired in the United States. Employers are required by law to complete and retain it for each employee.

All U.S. employers must complete Form I‑9 for every employee hired after November 6, 1986, including U.S. citizens and noncitizens.

  • Section 1 (Employee): By the first day of employment.
  • Section 2 (Employer): Within 3 business days of the start date.

Employees can present:

  • One document from List A – Identity + Work Authorization), or
  • One from List B (Identity) + one from List C (Work Authorization)

Penalties may include:

  • Fines for missing or incorrect forms
  • Increased penalties for repeated violations
  • Potential legal exposure in audits

Yes, under certain DHS-approved guidelines:

  • Employers can use authorized representatives
  • Remote verification is allowed with specific compliance procedures
  • First Advantage offers a proprietary Virtual I-9 Document Review to easily complete Section 2 and Supplement B

Get Started Today

Whether you want to rethink your employment background check program or need enhanced background checks and identity solutions for more informed hiring, we can help.

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Sources:

1 First Advantage, December 2023-2024

2 Federalregister.com, January 2026 Stats, 2023-2024

3 First Advantage as of 12/31/2025

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