01
Record inventory
We turn the employee records and exports you provide into one structured inventory so you can see what exists, what is missing, and what needs attention.
I-9 operations
Know which I-9 records need attention without rebuilding the answer by hand.
PageRival helps employers inventory Form I-9 records, identify administrative exceptions, track time-sensitive follow-ups, and build a repeatable operating process around employment verification records.
Fixed scope. Async onboarding. No sales meeting required.
Typical problem
I-9 records live in several different systems.
HR cannot quickly tell which files are complete.
Reverification dates are tracked manually.
Terminated-employee retention dates are inconsistent.
Corrections and follow-ups depend on individual knowledge.
What you get
One employee-level status view
Administrative exception queue
Reverification tracking
Retention-date tracking
Repeatable I-9 operations workflow
The operational problem
The form is standardized. The process around it often isn't.
The problem usually appears after a company has hired enough people, changed HR systems, acquired locations, or split responsibilities between several members of the HR team.
Individual records may exist, but answering basic operational questions can still require opening files one by one: Which records are incomplete? Which items require follow-up? What is coming due? Which terminated-employee records are still being retained?
PageRival turns the information you already have into a visible operating queue so HR knows what needs attention next.
Instead of
Searching employee folders
You see
Employee-level status
Instead of
Calendar archaeology
You see
A prioritized action queue
Scope
Turn employee records into an operating system.
The pilot focuses on the administrative work required to know where your I-9 records stand and what your team needs to address.
02
Exception review
We identify apparent administrative exceptions such as missing fields, missing signatures, incomplete records, inconsistent dates, and records requiring follow-up.
03
Reverification tracking
Time-sensitive records are organized into a clear tracking workflow so upcoming actions are visible before they become urgent.
04
Retention schedule
Terminated-employee records can be organized around applicable retention dates so your team has a consistent process for maintaining and eventually disposing of records.
05
Standardized file structure
We create a consistent employee-level organization system so HR can locate the correct Form I-9 and related records without searching across folders and inboxes.
06
Operating workflow
You receive a repeatable process for new hires, exceptions, corrections, reverification tracking, terminations, and ongoing record maintenance.
The output
One queue instead of another spreadsheet mystery.
The exact format depends on your existing systems, but the operating view is designed around answering a simple question: what does HR need to do next?
I-9 Action Queue
Example operating view
Employee 014
Review
Missing employer certification data
Action
Employee 027
Upcoming
Time-sensitive follow-up approaching
30 days
Employee 031
Review
Record appears incomplete
Action
Employee 044
Retention
Retention date calculated
Tracked
How it works
Designed for async evaluation and fulfillment.
You do not need to schedule a discovery meeting to find out whether the service can help. Start with a sanitized representation of the process you use today.
Don't send sensitive employee data just to request a quote.
Names, Social Security numbers, document numbers, immigration identifiers, dates of birth, and document images can be removed from initial sample files.
01
Send a sanitized sample
Provide a redacted I-9 export, tracking spreadsheet, employee roster, or representative workflow sample. Sensitive identifiers are not needed to scope the pilot.
02
Confirm the pilot
We send a written scope covering the records included, required inputs, fixed price, timeline, deliverables, and payment instructions.
03
We process the records
We inventory the supplied records, identify administrative exceptions, organize dates and statuses, and build the operating view asynchronously.
04
Receive the action queue
Your team receives a structured status view, exception list, tracking system, and documented workflow showing what needs attention next.
Good fit
Best for employers with an operations problem, not a one-time legal question.
You manage Form I-9 records for dozens or hundreds of employees.
Records are split across HR systems, PDFs, shared drives, email, or paper files.
Someone periodically rebuilds an I-9 tracking spreadsheet by hand.
Reverification and follow-up dates depend on calendar reminders or individual memory.
You want a cleaner process before adding another HR employee or another software platform.
You can provide a sanitized export or redacted sample for initial scoping.
Useful starting inputs
Any one of these is enough to start a pilot conversation:
- •Sanitized employee / I-9 tracking spreadsheet
- •Redacted I-9 workflow export
- •List of fields your HR team currently tracks
- •Screenshot of your current status dashboard
- •Written description of your new-hire I-9 process
- •Sanitized example of a problem record
Fixed-price pilot
Start with a defined group of employee records.
The pilot is designed to prove whether converting your current records into a structured exception and tracking workflow saves meaningful HR time before you expand the engagement.
Starting price
$1,500
Typical scope
Up to 50 records
Delivery
5 business days
Final scope and price are confirmed in writing before work begins. Larger record sets, multiple business entities, complex historical records, or custom system integrations may require a separate quote.
Pilot includes
- Inventory of up to 50 supplied employee records
- Employee-level record status
- Administrative exception queue
- Missing / unresolved record list
- Reverification tracking structure
- Retention-date tracking for supplied terminated employees
- Standardized file organization
- Prioritized next-action report
- Documented ongoing operating workflow
Clear boundaries
Administrative operations, not legal determinations.
Your organization remains responsible for completing Form I-9, examining documents as required, making employment decisions, and determining which legal requirements apply.
Legal advice or interpretation of immigration or employment law
Determining whether an individual is authorized to work in the United States
Choosing which identity or employment-authorization documents an employee should present
Making employment, termination, discrimination, or immigration-status decisions
Representing the employer before USCIS, ICE, DOJ, DHS, or another government agency
Serving as the employer or authorized representative for document examination unless separately agreed in writing
Guaranteeing the outcome of an inspection, audit, investigation, or government review
PageRival provides administrative and operational support based on information supplied by the client. PageRival is not a law firm and does not provide legal advice. Clients remain responsible for determining applicable federal, state, and local requirements and for all employment and employment-eligibility decisions.
FAQ
Common questions
Do we need to replace our HRIS or I-9 software?
No. The pilot starts with the records and systems you already use. The goal is to determine whether the operating process can be made clearer before introducing another software platform.
Do we need a discovery call?
No. A short description of your process plus a sanitized spreadsheet, export, screenshot, or sample record is normally enough to scope the pilot asynchronously.
Do we need to send actual employee identity documents?
Not for initial scoping. Sensitive identifiers and document images should be removed from the sample used to evaluate the engagement. If production work later requires sensitive records, the transfer method and data-handling requirements are defined separately.
Can you identify records that may need correction?
We can flag apparent administrative exceptions and organize them into an action queue. Your organization remains responsible for determining and completing the appropriate correction.
Can you track reverification and other follow-up dates?
Yes. Building a usable tracking structure for time-sensitive follow-up is one of the core outputs of the service.
Can you tell employees which documents to provide?
No. We do not select documents for employees, determine employment authorization, or make employment-eligibility decisions.
Is this an I-9 legal audit?
No. This is an administrative operations review. If your situation requires legal interpretation, representation, or advice about a specific employee or government investigation, you should work with qualified employment or immigration counsel.
Start with your current process
Show us how you track I-9s today.
Send a sanitized spreadsheet, redacted export, screenshot, or short description of the process. We'll tell you what a fixed-price pilot would cover.