I-9 Verification Service
I-9 verification handled by someone who understands the form.
Federal Form I-9 Section 2 verification for remote employees in the DFW Metroplex, performed as your authorized representative. Backed by 20+ years of HR and People Operations leadership — not a notary slapping a stamp on a federal compliance form, but a practitioner who knows the document combinations, the antidiscrimination protections, and the consequences of getting it wrong.
PhD Business + MBA · 20+ Years HR Leadership · Active Director of People Operations · Form I-9 Fluent · $1M E&O Insured · Background Screened
What This Service Is
Authorized representative for Form I-9 Section 2.
Federal regulations require employers to physically inspect identity and work authorization documents for every new hire and complete Section 2 of Form I-9. For employers hiring remote workers, the inspection has to happen wherever the employee is located — and the employer can designate an authorized representative to perform that inspection on their behalf.
That’s where this service fits. For a new hire located in the DFW Metroplex, I serve as your authorized representative — meeting the employee in person, physically inspecting their identity and work authorization documents, verifying the documents appear genuine, completing Section 2 of Form I-9 accurately, and returning the completed form to your HR team. The whole appointment usually takes 15–20 minutes.
This is federal compliance work, not notarization. The notary commission isn’t required for it — but the credentials, the insurance, and most importantly the operational fluency with HR compliance are exactly what employers want when they’re delegating federal liability to someone they’ve never met.
Why HR Background Matters
Form I-9 isn’t a notary form.
Most mobile notaries who offer I-9 verification treat it as a notary service. They show up, look at the documents, sign the form, and leave. That works often enough that nothing breaks — but it’s not what employers are actually paying for.
What employers are actually paying for is someone who knows the difference between List A documents (which establish both identity and work authorization) and List B + List C combinations (which together establish the same thing). Someone who knows that a passport alone is acceptable but a passport plus a driver’s license is over-documentation that creates antidiscrimination risk. Someone who knows that Section 2 has to be completed within three business days of the employee’s first day of work, and that the form’s date fields are not optional. Someone who knows what to do when an employee presents documents from List A that aren’t on the federal list of acceptable documents.
Twenty-plus years of HR and People Operations leadership — including current active service as a Director of People Operations and graduate-level instruction in talent leadership — means I’ve completed Section 2 for thousands of new hires. I know the form. I know the failure modes. I know which document combinations are routine and which are likely to require careful judgment. That fluency is what makes this service different from a stamp-and-go notary visit.
How It Works
From booking to completed form.
Step 1
Booking and prep
HR sends the employee’s contact information and a partially completed Form I-9 with Section 1 already done by the employee. Appointment scheduled with the employee directly, usually within 1–2 business days.
Step 2
In-person inspection
Meet the employee at their preferred location — home, coffee shop, your local office. Physical inspection of original documents (no photocopies). Verification that documents appear genuine and relate to the person presenting them.
Step 3
Section 2 completion
Section 2 completed accurately, including document title, issuing authority, document number, expiration date, and authorized representative attestation. Form returned to HR within one business day, with a clean scan and the original.
Pricing
Per-verification or volume rates.
Two pricing structures depending on hiring volume. One-off verifications use the standard per-engagement rate. HR teams running consistent monthly volume can set up a volume agreement with reduced per-verification pricing and consolidated invoicing.
Per Verification
$75
flat rate per appointment
Single-engagement verifications within the 15-mile primary service area. Includes scheduling with the employee, in-person inspection, Section 2 completion, and digital plus original document return. Mileage beyond the primary service area at $2/mile.
HR Volume Agreement
From $60
per verification, volume-based
For HR teams running consistent monthly hiring volume. Reduced per-verification pricing, consolidated monthly invoicing, dedicated point of contact, priority scheduling. Specific rates depend on volume; quoted after a brief intake conversation about your hiring patterns.
For HR Teams With Volume
Beyond the single verification.
If you’re hiring multiple remote DFW employees per month, the relationship-based path is structured differently than one-off quote requests. The HR-focused audience page covers the broader scope of employment-related notary work that comes up alongside I-9 verification, and the centralized vendor inquiry page handles formal procurement onboarding for HR teams whose company requires it.
For HR Practitioners
Employers & HR Teams page
Full HR-team-facing positioning, including the broader scope of employment-related notary work that volume engagements typically include — executive employment documents, separation paperwork, benefits and retirement, I-9 reverification, and authorization forms. Includes an HR Inquiry form structured for HR teams establishing the working relationship.
For Procurement
Vendor Inquiry page
Centralized vendor onboarding page with formal procurement intake form. The right path for HR teams whose company has standardized vendor evaluation processes and needs documentation packets — W-9, COIs naming your company as additional insured, background screening, and the standard procurement checklist items.
Or skip the form and start with a 30-minute discovery call about your team’s I-9 volume and HR partnership fit.
Frequently Asked
Common questions from HR teams.
Are we creating any liability by designating an authorized representative?
Federal regulations explicitly permit employers to designate an authorized representative for I-9 verification, and the employer remains responsible for the form’s accuracy regardless of who completes Section 2. Choosing a representative with HR fluency, professional liability insurance, and clear documentation practices reduces operational risk — but the employer is ultimately on the hook. The right framing is: this is your form, completed correctly by someone you trust to know the requirements.
What about E-Verify?
E-Verify is the employer’s responsibility, not the authorized representative’s. After Section 2 is completed, your HR team or designated E-Verify user runs the verification through the system. The authorized representative’s role ends when the completed Form I-9 is returned to you. If E-Verify identifies a tentative nonconfirmation, that’s between you and the employee — but completing Section 2 accurately is the foundation that makes E-Verify clean, and that foundation is what this service delivers.
Our employee is outside the DFW area. Can you still help?
In-person I-9 verification has to happen wherever the employee is located, so an employee in another state needs an authorized representative in their area. For DFW-based new hires, this service is the right fit. For employees elsewhere, a few options work: a notary or HR professional in the employee’s location can serve as your authorized representative, or you can use a national I-9 verification network. Happy to point you toward reputable options outside Texas if that’s the situation.
What’s the turnaround time?
Once HR sends the assignment, the appointment is typically scheduled with the employee within 1–2 business days, the in-person inspection takes 15–20 minutes, and the completed form is returned to HR within one business day of the appointment. The federal three-business-day requirement (Section 2 completed within three business days of the employee’s first day) is the rate-limiting factor for new hire timing — assignments that come in early can almost always be completed within that window.
What if the employee’s documents don’t fit cleanly into a List A or List B+C combination?
This happens more than HR teams expect — employees present documents that aren’t on the federal lists, or present too many documents (over-documentation creates antidiscrimination exposure), or present documents that have technical issues like incorrect names or expired status. The right move depends on the specific situation. Sometimes the answer is to ask the employee to present different documents from their available combinations. Sometimes the answer is to escalate to your HR team for a judgment call before completing the form. The wrong move — completing Section 2 with documents that don’t satisfy federal requirements — creates a defective I-9 that’s worse than no I-9 at all. This service includes the judgment to recognize the situation and the protocol to handle it correctly.
Do you handle reverification or other I-9 work beyond new hires?
Yes. Reverification of expired work authorization (Section 3 of the older Form I-9, or the supplement on the current form), document re-inspection for compliance audit responses, and completion of Form I-9 for rehires within three years all fit. The service mechanics are similar to new hire verification; the form section being completed is what changes. Quoted at the same per-verification or volume rates.
Set up I-9 verification for your team.
A brief intake call covers your hiring volume, scheduling preferences, and document handling expectations. Volume agreements typically take a day to set up; one-off verifications can be booked the same day.
