Employee Lifecycle
First Day to Last Day, Done Right.
A chaotic onboarding experience tells new hires everything they need to know about how you operate. A sloppy offboarding process turns former employees into legal risks.
- 4.6 out of 5 on Trustpilot
- Serving all 50 states
- Since 1958
Where the employee lifecycle breaks
The challenges we hear most
- 1Nobody owns onboarding, so it becomes a pile of forms.
- 2I-9s get finished late or with the wrong documents.
- 3New hires start with no plan for their first 90 days.
- 4Managers improvise, and nothing gets written down.
- 5Final pay and benefits notices miss state deadlines.
- 6Former employees keep system access and company property.
Catapult Solutions
How Catapult HR Helps
- Build a 90-day onboarding plan with owners and milestones.
- Run electronic I-9s with E-Verify and reverification alerts.
- Audit your existing I-9s and write a plan to fix errors.
- Give managers check-in guides for days 30, 60 and 90.
- Write offboarding checklists for final pay, access and equipment.
- Hand off COBRA notices to a team that tracks every deadline.
By the numbers
Why it matters
5.2 million
U.S. employers made 5.2 million hires in August 2026, and every one needed a completed Form I-9.
3 business days
Federal rules give employers three business days from the hire date to examine a new employee’s I-9 documents (8 CFR 274a.2, current as of 2026).
$288 to $2,861
Civil penalties for I-9 paperwork violations assessed after July 3, 2025 range from $288 to $2,861 per form.
What we do
Where to start
HR consultingOnboarding and offboarding programsPreboarding, 30-60-90 day plans, exit interviews and offboarding checklists built for how your company runs.Learn more →CompliancePaperless I-9 and E-VerifyElectronic I-9 completion with built-in error checks, E-Verify integration and reverification alerts.Learn more →BenefitsCOBRA administrationQualifying event tracking, election notices and premium collection, handled from start to finish.Learn more →
What members say
“It was wonderful working with the compensation team for our comp analysis this year. They were great thought partners and answered all my many questions and what if scenarios.”
Make the first day and the last day go right.
Talk with a Catapult HR advisor about the onboarding and offboarding steps you have now, and where the gaps are.