We audit Section 1, Section 2, and Supplement B for accuracy, timeliness, and compliance.
Identify missing I-9s quickly—one of the biggest sources of employer risk.
Compare images of IDs, passports, and EADs (when provided) to identify inconsistencies.
Find errors such as multiple forms or mismatched document entries.
Know exactly which forms must be retained and which should be purged to reduce liability.
Receive a clear risk score, issue list, and remediation roadmap based on federal standards.
Every U.S. employer must verify the identity and work authorization of every new hire. But even small mistakes—like an incorrect date, outdated document, or missing signature—can lead to significant penalties or trigger an ICE audit.A professional I-9 audit removes the guesswork. Our team reviews every form, highlights errors, identifies missing records, and provides a clear path to correction—so you stay compliant no matter your hiring volume or location count.
Protected document transfer with full confidentiality compliance.
We evaluate your I-9 inventory—paper, electronic, legacy records, or HRIS exports.
Every I-9 is audited for completeness, accuracy, timeliness, and form version compliance.
We verify supporting documentation (if provided) against Form I-9 entries.
Identify missing I-9s immediately—one of the biggest red flags for auditors.
Risk-scored audit results you can act on. Clear next steps for remediation.
Most HR teams don’t have the time or specialized expertise to complete a full, compliant I-9 audit. A third-party auditor gives employers a faster, more accurate, and legally defensible review.
A third-party audit removes uncertainty, reduces risk, and ensures your I-9s are truly audit-ready—before an inspector ever asks for them.
“After switching from our basic HRIS form-filler to i9 Intelligence, our agricultural enterprise achieved perfect I-9 compliance across all our growing operations. Their system automatically alerts us when returning seasonal workers need reverification.”
“The API integration with i9 Intelligence has made a huge difference for our team. Every new hire in the U.S. now receives the same communication and follows a consistent, compliant process pre-day one. It’s taken a lot of the manual work and guesswork off our plate. Knowing our I-9s are standardized and audit-ready gives us real peace of mind.”
“Since implementing i9 Intelligence across our construction projects, we’ve eliminated I-9 compliance bottlenecks completely. Our workers can start on any job site while maintaining perfect compliance across all our subcontractors. ”
An I-9 audit includes a full review of every Form I-9 in your workforce—active and terminated—checking Section 1, Section 2, and Supplement B for accuracy, timeliness, completeness, and documentation consistency. It also includes payroll-to-I-9 matching, retention/purge analysis, duplicate form detection, and a comprehensive audit report with clear remediation steps.
Most audits take 5–15 business days, depending on workforce size, onboarding complexity, and whether documents are stored electronically or in paper files. Large, multi-location or high-turnover employers may require additional time, but our team works significantly faster than internal reviews.
Yes. We offer a fully managed remote I-9 verYes. We audit paper I-9s, electronic I-9 files from any HRIS, digital exports, and legacy/migrated records. If your documents are spread across multiple systems—or stored inconsistently—we consolidate and review them in a unified audit processification service for public agencies and contractors.
Yes. If supporting document images are available, we compare them against the Section 2 entries for accuracy, expiration dates, document type, and list category compliance. This is one of the most common areas where onboarding errors occur.
Payroll-to-I-9 reconciliation matches your active payroll roster to your active I-9 files to identify missing or incomplete forms. Missing I-9s are one of the highest-risk findings in ICE audits, often resulting in substantial fines or workforce eligibility concerns.
Yes. We flag duplicate records, conflicting document information, mismatched citizenship/immigration status entries, and incorrect reverifications—all of which can trigger audit scrutiny if left uncorrected.
Yes. Our audit includes a full retention and purge analysis using the federal rule (3 years after hire or 1 year after termination, whichever is later). Correct purging reduces long-term liability and is commonly overlooked by employers.
Our audit uses evaluation criteria aligned with ICE audit standards, giving you a realistic picture of what an investigator would find. Correcting errors before an NOI (Notice of Inspection) dramatically reduces financial penalties and operational disruption.
Absolutely. These employers often have the largest compliance gaps due to inconsistent onboarding practices. Our audit identifies patterns across locations and helps standardize I-9 execution across your organization.
Yes. Buyers, investors, and attorneys frequently request I-9 compliance validation. An audit helps you avoid surprises during diligence and prevents delays or valuation impacts. We regularly support pre-M&A audits and private equity/VC reviews.
