WORKFORCE

One verified identity, from hire to retire

Stop identity fraud without slowing legitimate workers. Many candidates arrive already verified through IDMe, so verifying at onboarding is as simple as signing in. Reuse that identity across hiring, onboarding, I-9, system access, account recovery, and other high-risk workforce interactions.
Talk to Sales
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Trusted by 900+ employers and partners across 12+ verticals
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The trade-off

One unverified step, every system exposed

Most hiring systems inherit identity without ever proving it. The application takes the candidate at their word, the background check searches whatever name and SSN it’s given, and HR, payroll, and IT provisioning accept the result as fact. Threat actors exploit these gaps, moving the same bad data from recruiting into employee records and access systems.
Our approach

Anchor every stage to one verified person

IDMe establishes a reusable, high-assurance identity early in the hiring process and connects it to the systems workers use next. HR and security teams can carry that trust into screening, onboarding, I-9, access, and account recovery instead of starting over at every handoff.
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Protect every stage without slowing the process

Fewer drop-offs, faster time-to-hire

Roughly half of workers already carry an IDMe credential, so they skip identity proofing entirely and authenticate in seconds.

A path forward for every legitimate worker

Most candidates complete proofing through self-service. The rest can use 24/7 video with a Trusted Referee or 700+ in-person locations nationwide.

Federal-grade assurance, built for hiring

Every user is verified to NIST IAL2 standards to stop stolen identities, forgeries, and deepfakes. And fraud caught once is flagged across 900+ employers.

99.8%
accuracy
across workforce identity proofing for First Advantage
45%
more criminal records found
when identity is proofed before the background check
50%
of US workers
already carry a verified IDMe credential, meaning no new proofing required

How it works

1
Connect hiring workflows

Add IDMe to your application, interview, screening, and onboarding workflows through APIs and supported integrations.

2
Verify candidates up front

Candidates prove their identity once, before an interview or hiring decision. Returning members just sign in.

3
Carry it into every system

The same verified identity flows into screening, I-9, employee records, and access systems, with no re-verification needed.

4
Protect high-risk moments

Reconfirm identity for account recovery, credential enrollment, and sensitive access, all tied back to the same verified person.

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PARTNER INTEGRATIONS

The identity layer for the entire hiring stack

IDMe integrates directly into the ATS, HRIS, background-screening, and access-management platforms employers already run, so verified identity flows into existing workflows instead of becoming one more system to manage. If your platform touches hiring, screening, or workforce access, explore becoming an IDMe integration partner.
Become a partner

Built for the way your workforce works

Regulated industries

Protect access to critical systems

Verify employees and contractors in defense, financial services, healthcare, and other regulated industries before they gain access to sensitive systems, data, or infrastructure.
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Staffing networks

Know who youʼre placing

Confirm candidate identity before screening and client submission, helping staffing firms improve screening data and reduce the risk of sending an imposter into a customer environment.
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Distributed workforces

Keep hiring moving

Give candidates across retail, hospitality, contact centers, logistics, and other large workforces fast verification with additional pathways for people who need help.
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Gig workers

Verify people wherever work happens

Help platforms and marketplaces verify remote workers quickly, reduce repeated identity checks, and establish trust across recurring onboarding and access workflows.
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CUSTOMER SPOTLIGHT

Emory Healthcare moves identity verification to the start of every hire

Working with First Advantage, Emory integrated
IDMe before screening began, helping verified
information flow through a more standardized
hiring process.

  • 3.5x faster screening turnaround
  • 40% reduction in manual review
Read the case study
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Related resources

Frequently asked questions

How does IDMe support workforce identity verification?

IDMe helps organizations verify a person at an appropriate point in the hiring process, then reuse that verified identity across background screening, onboarding, system access, account recovery, and other workforce interactions. This gives employers a more consistent way to know who is interacting with their systems throughout the employee lifecycle.

Does a background check already verify a candidateʼs identity?

Not necessarily. A background check searches records using the information provided; it may not prove that the applicant is the person to whom those records belong. Identity verification helps bind the candidate to their information before screening begins, improving confidence in the results.

How does IDMe work with our ATS, HRIS, IAM, and background-screening systems?

IDMe integrates with applicant-tracking, HR, access-management, and background-screening systems through APIs. It verifies identity at the stage an organization chooses and returns the approved verification result or attributes to the existing workflow. IAM, SSO, and MFA can then manage access, while IDMe helps establish the person behind the account.

How is IDMe different from other workforce identity verification solutions?

Most tools verify a candidate at one point in the hiring process. IDMe creates a reusable credential that can extend from application and background screening through onboarding, system access, and account recovery—with multiple verification options and support for high-assurance NIST IAL2 use cases.

Does IDMe support remote Form I-9 document review?

Yes. Through IDMeʼs partnership with First Advantage, trained IDMe Trusted Referees can review Form I-9 documents over live video. This helps eligible employers complete Section 2 document review remotely under applicable DHS alternative procedures.

How does IDMe protect candidate and employee privacy?

IDMe shows individuals what verified information an organization is requesting and asks for consent before sharing it. Organizations receive the approved information needed for that interaction rather than unrestricted access to the personʼs identity data or underlying documents.

Know who is entering your workforce

See how IDMe can help your teams establish identity earlier, reduce repeated verification, and protect high-risk workforce interactions from application through offboarding.