outsolve insights

If you’re still treating the Form I-9 as a "set it and forget it" administrative task, it’s time for a reality check. With ICE doubling its enforcement presence and increasing from 10,000 to 22,000 officers, the margin for error has effectively disappeared. As Desiree Throckmorton, VP of I-9 Operations at OutSolve puts it, “[Form I-9 compliance is] not that easy to get this right and it is very easy to get it wrong. There is a lot of information to keep up with.”

Not long ago, many companies had a regular cadence and rhythm of HR compliance. Managing requirements was straightforward, and teams could often get by with a simple checklist and calendar of responsibilities.

We all know the feeling. In Q4, strategic planning is in full swing, and the roadmap for the upcoming year looks pristine. You have a solid compliance strategy, new initiatives lined up, and the budget approved. On paper, it’s perfect.

If your compensation strategy is mostly “gut feeling” plus whatever you did last year… it’s time to rethink your approach. 

The countdown to 2026 starts now. Don’t wait until the new year to scramble — smart HR leaders are already mapping out their strategy. Whether you're navigating seasonal hiring, budgeting for new laws, or refining your compensation strategy, a solid plan now means fewer headaches later. 

Spoiler alert: Just because your new hire's neighbor can verify and sign Section 2 of the Form I-9, doesn’t mean they should. 

VETS-4212 filing doesn’t have to be complicated- especially with experts on your side. In our latest outRageous HR podcast, compliance expert, Hector Peguero, shares what federal contractors need to know before the September 30 deadline. From understanding who must file to avoiding common mistakes, this quick video covers it all. 

Are you still completing your Form I-9s on paper, manually? Do you have a lack of visibility into the status of new hires’ Form I-9s? Do you have a remote or hybrid workforce? 

Imagine an ICE agent walks into your workplace and hands you a Notice of Inspection (NOI) for a Form I-9 audit. What do you do? 

Before your company attests to no "illegal DEI," listen to our latest outRageous HR podcast: DEI or Discrimination? Navigating Policy Shifts While Staying Compliant. “When we certify with the government it comes with an extreme amount of penalties when you get it wrong,” says Kathlyn Perez. "You're telling the government...I don't believe there's discrimination in my programs or how my managers are making decisions."