The Onboarding & Compliance Resource Center

Overview

Tracker is a leading staffing industry platform, historically focused on front and middle office functionality (CRM, automation, and basic onboarding). They white-labeled Onboarded to transform Tracker into a true front-to-backend solution offering full-suite onboarding to their staffing customers. This shift has expanded Tracker’s addressable market, increased average deal size by 30%, and significantly improved candidate onboarding outcomes for its customers.

The Challenge

Before partnering with Onboarded, Tracker’s onboarding capabilities were a bottleneck for growth:

• Limited onboarding tooling
  
  • Basic form builder with constrained field mapping
  • Native e-signature that supported only one signature (no multi-sign workflows)
  • Minimal compliance capabilities for enterprise staffing companies needed
• High candidate drop-off rates during onboarding
  
  • Candidates navigated multiple systems to complete onboarding
  • Recruiters were manually entering data in multiple places
• Marketing and sales constraints
  
  • Tracker’s team actively avoided talking about:
    
    • Candidate portal capabilities
    • Payroll and background check integrations
    • Compliance and tax workflows
  • Prospects who required payroll or strong compliance were quickly disqualified
  • Complex staffing firms that expected robust onboarding and compliance were not part of Tracker’s total addressable market

Complex staffing customers expect their ATS/CRM to handle far more than applicant tracking. Tracker needed a way to expand its capabilities without building a full compliance and onboarding engine from scratch.

The Solution

Tracker partnered with Onboarded and fully embedded it as a white-labeled product called Onboarding+:

• Product integration
  
  • Deep integration ensures all candidate data and documents write back into Tracker while resembling a native candidate experience
  • Role-based permissions allow only specific internal users to see sensitive data (ie: SSNs)
  • Customers configure their onboarding, then run day-to-day workflows from within Tracker
• Compliance engine as a differentiator
  
  • Automated compliance at local, state, and federal levels
  • Automatically determines if a candidate qualifies for a given role
  • If a candidate doesn’t qualify for Role A, they can be automatically redirected or considered for Role B
  • Dramatically reduces manual shortlist review time and risk of non-compliant placements
  • Onboarded’s Compliance Library handles the needs of complex customers with ease
• Expanded ecosystem
  
  • Access to Onboarded’s growing marketplace of integrations (ie: background checks and payroll)
  • Joint ecosystem: Tracker’s partnerships plus Onboarded’s integrations
  • Enables Tracker to open up their total addressable market to prospects who need specific partners connected
• Go-to-market execution
  
  • Positioned as Onboarding+
  • Full new-product launch motion:
    
    • Sales and CS enablement and training
    • Sales support on complex deals
    • New web pages and decks
    • Product videos and collateral
  • Messaging shift: from “front/middle office ATS” to “front-to-backend solution for staffing”

The Results

Business Growth

• Average deal value up 30%. Comparing 2024 to 2025, Tracker’s average deal value increased by approximately 30%, with the addition of Onboarding+.
• ARR uplift. Tracker's Annual Recurring Revenue (ARR) is now 30% higher, a direct result of the platform's ability to support larger, more complex deals.
• Larger Customers, Bigger Market Opportunity. Average user count per deal has grown by more than 50%, opening the door to larger, more complex staffing firms that previously would have been out of scope.

Andy Jones, CEO of Tracker said, "Partnering to white label onboarding capabilities was a strategic inflection point for Tracker. When we evaluated the classic 'build vs. partner' decision, the answer was clear: white labeling let us immediately expand our TAM and strengthen our competitive position without diverting engineering resources from our core platform.

This partnership delivers on our front-to-back vision, giving agencies a complete solution from candidate sourcing through onboarding and beyond. And we've unlocked a powerful integration ecosystem: our customers benefit from all the integrations our partner builds, plus what's being developed for our OpenAPI and our strategic priorities. We're delivering more value faster."

‍Product & Customer Outcomes

• Fill rates “skyrocketed” after Onboarded went live
  
  • Candidates now complete entire onboarding packets in a single, streamlined experience
  • All signed documentation is centralized and accessible inside Tracker
• Speed to placement
  
  • With streamlined forms and automated compliance, staffing firms can place candidates in as little as 30 minutes
• Reduced drop-off and manual work
  
  • Candidates no longer navigate multiple systems
  • Recruiters no longer re-enter data across multiple tools
  • Candidate fit is automatically refined based on compliance and job

Partnership & Internal Impact

• Embedded team, not just a vendor. Onboarded operates as an extension of the Tracker team:
  
  • Uses Tracker email addresses
  • Joins internal calls
  • Partners directly with each sales rep on deals
• Stronger story for marketing and sales
  
  • Tracker can now confidently market:
    
    • A functional and valuable candidate portal
    • Robust compliance workflows
    • Broader background check and payroll integration options
    • A true front-to-backend staffing platform
  • Sales is equipped with a stronger narrative and a high-value add-on in nearly every deal.
• Upsell potential
  
  • Onboarding+ is a separate SKU, providing a structured upsell path into the existing base
  • Under a new CRO, Tracker is shifting its CS mindset from “maintain status quo” to “drive expansion,” with Onboarding+ as a key lever

Why it Matters

By embedding Onboarded as Onboarding+, Tracker has transformed its product, market position, and growth trajectory:

• Turned a basic, limiting onboarding feature set into a best-in-class compliance and onboarding engine
• Expanded into larger, more complex staffing firms and increased average deal value by 30%
• Dramatically improved candidate onboarding outcomes, fill rates, and speed to placement
• Equipped marketing and sales with a compelling, end-to-end story and a high-impact upsell motion
• Built a strategic partnership where Onboarded functions as a true extension of Tracker’s own team

Overview

How Indeed Flex Modernized Onboarding With AI

Before Onboarded, Indeed Flex’s recruiters spent days converting client-specific onboarding materials (PDFs, paper forms, and static HR documents) into digital experiences. Meanwhile, fragmented workflows caused friction for job seekers, lowering conversion rates.

Now, Onboarded’s AI Form Builder digitizes and configures new onboarding flows in minutes, unlocking faster launches for new clients and markets. Unified and connected mobile forms allow candidates to get to work faster.

Why Onboarded Became a Strategic Growth Lever

By embedding Onboarded in their mobile app, Indeed Flex automated and centralized onboarding. This unlocks revenue faster, reduces cost-to-scale, and differentiates Indeed Flex from traditional staffing competitors.

The Challenge

Manual HR Workflows Slowed Candidate Activation

• Manual digitization of client compliance materials (ex: PDFs, trainings, local compliance requirements)
• Low candidate conversion due to fragmented user experience across 3rd-party tools
• Limited recruiter visibility into candidate status
• Recruiters navigating multiple systems to verify results and assign skills‍
• Heavy recruiter operations involvement every step of the way

The Solution

Embedded Mobile Onboarding for Higher Candidate Completion

• Highly-configurable policies supporting background checks, drug tests, questionnaires, training videos, and other client specific requirements
• Automating manual administration of form/policy configuration
• State-compliance library for rapid US expansion
• API-first to provide visibility for recruiting team and automate skill assignment‍
• Embedded, branded experience to match Indeed Flex’s brand and increase conversion

The Results:

From 7% to 90% Self-Serve Completion Rates

• Cost savings: 90% of US candidates are able to self-serve onboarding, up from 7%
• Increase revenue: New and customized client onboarding setup time reduced from a week to less than a day‍
• Reduce recruiter overhead: By consolidating status/results and automating skill assignment

"Our collaboration with Onboarded has transformed how we launch and scale new clients. Their AI Form Builder and compliance engine have enabled us to go from single-digit to 90% self-serve onboarding completion in the US. It’s been one of the most impactful platform partnerships we’ve made as we continue to build the future of flexible work." - Novo Constare, CEO Indeed Flex

Ready to cut onboarding time from weeks to hours?

We’ll show you how Onboarded simplifies forms, compliance, and candidate activation end to end.

→ Schedule a demo today

DealerFlex is a fast-growing managed service provider for automotive dealerships, specializing in valet, lot management, car wash/detail, and pickup & delivery. Implementing a modern, integrated ATS/CRM and onboarding stack became one of DealerFlex’s top five annual priorities. After years of using a homegrown system, DealerFlex implemented Tracker as its end-to-end recruitment and onboarding platform. 

The Challenges

DealerFlex built its recruiting and onboarding on a proprietary system that was genuinely ahead of its time. As the industry caught up, leadership made a deliberate choice: partner with best-in-class ATS and onboarding tools, and concentrate their own technology investment on what they do best—automotive dealership operations. The gaps they needed to close were:

• Strategic focus misalignment
  
  • Continuing to invest in a homegrown ATS/onboarding system pulled focus away from their core dealership technology
• Outdated recruiter experience 
  
  • System wasn’t optimized for how modern recruiters work day-to-day
  • Difficult candidate search process
  • No native texting candidate engagement workflows
• Data quality & efficiency issues
  
  • Large numbers of duplicate candidates causing frustration and wasted time for recruiters
  • Limited visibility into talent pipeline performance and outcomes
• Time consuming onboarding experience
  
  • Previous onboarding solution operated in a separate system
  • When candidates dropped off during onboarding, they rarely came back
  • No visibility into where candidates were stuck in the process
• Scaling pressure
  
  • Maintain and improve fill performance as they grow
  • Predictably ramp new locations
  • Ensure compliance and candidate experience while operating at high volume in a safety-critical environment

The Solution

After a full quarter of evaluating recruitment platforms, DealerFlex selected Tracker as its comprehensive recruiting and onboarding solution. Here is why DealerFlex chose Tracker:

• Best in class partnerships
  
  • Tracker partners with leading companies like Onboarded, WOTC providers, and payroll systems like Employdrive and Everee, to provide the best possible experience for customers
  • Flexibility to connect with additional partners via Tracker’s open API as needs evolve
• Recruiter-friendly design
  
  • Easy, intuitive navigation for recruiters
  • Card-based candidate flow that just makes sense for high-volume hiring
  • Fast visibility into open jobs and candidate stages
• Implementation experience
  
  • Tracker was able to get them up and running quickly
  • Investment in their success on the platform from day one

How It Works

• Candidate engagement & scheduling
  
  • Recruiters use Tracker’s talent sourcing and communication tools to quickly identify and contact applicants
  • Calendly integration embedded in Tracker enables candidates to book interviews immediately
  • DealerFlex runs high-volume outreach (e.g., sending messages to dozens of candidates and seeing calendars fill within minutes)
• Real-time recruiting
  
  • If calendars aren't full by 7pm, recruiters can quickly search recent applicants by location, send targeted text messages, and fill interview slots
• Interview & assessment process
  
  • Initial screening is done virtually (including video interviews)
  • Qualified candidates are moved to on-site driving assessments at dealership locations (a critical safety requirement for their work)
• Seamless onboarding
  
  • When a hiring decision is made, recruiters trigger onboarding workflows directly from within Tracker
  • Correct compliance documentation by state/county/local requirements is automatically embedded in the candidate experience
  • Mobile-optimized, candidate-friendly flows
  • Clear dashboards show exactly where each candidate is in the process, eliminating the "drop-off and disappear" problem
• Recruiter ease-of-use
  
  • Clear dashboards and status indicators (e.g., “ready to sign”) so recruiters know exactly where each new hire stands
  • Automated upload of new hire data into payroll, reducing human error
  • Administrative “nonsense” is minimized so the team can focus on candidates and clients

Top 5 Outcomes for DealerFlex

1. Industry-leading fill rates grew even higher

DealerFlex was already performing well, but Tracker helped push them into a new tier of performance. Weekly fill rates are consistently at 100%.

"A 95% fill rate is embarrassing. If you're a staffing person, that's a C+. We're hitting 100%." For context, DealerFlex isn't just filling shifts with "bodies", they're placing vetted, safety-trained workers in roles.

DealerFlex has the confidence to sign new opportunities without concern about if their team will be able to fulfill the contract.

"I walk into a room leading operations, and I'm like, recruiting's got it. Bring on the deal." said Drew Golin, COO DealerFlex

2. Improved workforce tenure

Beyond simply filling shifts, worker tenure is above 80%. Recruiters maintain deeper relationships through video interviews and structured touchpoints, improving candidate trust and retention.

3. Predictable, data-driven scaling

With Tracker at the center, DealerFlex now has clear visibility into the entire talent pipeline and recruiting lifecycle—from how many applicants enter the system, move to virtual interviews, advance to on-site assessments, and finally to job starts. This lets DealerFlex model how many applicants and interviews are needed to generate the required hires, predicting how long it will take to ramp a new location.

They’ve also been able to optimize their funnel quality. Drew identified that too many rejections were happening on-site, so they adjusted their virtual screening criteria. The proportion of candidates progressing on-site driving assessments moved from ~33% to ~17%, tightening quality standards and reducing cost from wasted time.

4. Faster time-to-contact

Time to contact a candidate is the most important metric in getting them hired. DealerFlex can now contact applicants immediately upon application. With the calendaring and messaging capabilities in Tracker, they were able to message 54 people and book 7 calendar slots in 15 minutes and 13 in 90 minutes.

In high-volume staffing, this responsiveness is critical to winning candidates who may be applying to multiple roles.

5. Operational efficiency for DealerFlex’s Recruiting team

Tracker has created more capacity within the existing recruitment and onboarding team. Recruiters are “laser focused” instead of buried in admin. Clear dashboards reduce time spent chasing down information while automated data flowing into payroll significantly cut down on manual entry.

The team has gained significant capacity without adding headcount. Drew now knows when he needs to hire an additional recruiter and can plan for that in a budget, predictably. According to Drew, this integrated stack has enabled top 1% efficiency in high-volume hiring.

The peace of mind extends beyond efficiency. As Drew puts it: "That's how I go to bed at night—knowing that I'm compliant."

Why it matters

By centralizing recruiting and onboarding in Tracker and tightly integrating key vendor partners, DealerFlex has turned an already strong performance into consistently 100% fill rates, higher tenure, and predictable growth. Tracker with Onboarded embedded allowed DealerFlex to refocus their technology investment on their core competency, dealership operations technology, while trusting recruiting and onboarding to a platform built for it. As DealerFlex continues to expand into new markets, the Tracker ecosystem gives them confidence that the business will keep pace with their growth plans.

‍

Reflex is an exclusive talent marketplace for retail brands, providing a fast way to find W-2 staff for in-store work. As Reflex scaled, they needed a more efficient, compliant way to onboard workers across multiple states without sacrificing user experience.

By implementing Onboarded, Reflex centralized complex document workflows, reduced operational overhead, and improved completion rates for critical onboarding tasks.

‍The Challenges

• Complex Compliance
• Complicated Candidate Experience
• Heavy operational burden
• Fragmented worker experience

The Solution

A unified orchestration and execution layer
Reflex implemented Onboarded as the system responsible for assembling, executing, and governing onboarding and compliance workflows.

• Centralized all onboarding tasks into a single guided flow
• Coordinated work agreements, background checks, bank setup, I-9 completion, E-Verify, and state specific documents
• Managed branching logic across roles, locations, and regulatory requirements

Embedded workflows without added product complexity
Onboarded is embedded directly inside the Reflex product while keeping workflow logic external.

• Workers complete all required steps in one in app experience
• Reflex avoids building and maintaining compliance orchestration logic
• Internal teams review and approve documents only when needed

Flexible infrastructure that scales with the platform
By externalizing onboarding and compliance logic, Reflex preserved flexibility as the business evolved.

• Vendors can be changed without rewriting product workflows
• New states and requirements can be added without code rewrites
• APIs and webhooks trigger internal actions without custom tooling
• Compliance library for state labor posters to save time

The Outcome

Reflex has transformed worker onboarding from a fragmented, manual process into a streamlined, largely automated flow.

• Improved completion rates and speed
  
  • Higher completion rates for documents and tasks, because workers now complete everything in one, unified flow instead of juggling multiple emails and tools.
  • A smoother, in-app onboarding experience means fewer workers dropping out of the funnel mid-onboarding.
• Reduced operational overhead
  
  • Less “human in the loop” work for operations chasing down missing documents and manually monitoring completion.
  • Lower task time for their operations team, who can focus on escalations support instead of spreadsheet updates.
• Stronger compliance posture with less effort
  
  • All documents and compliance artifacts are centralized, making it easier to ensure that each worker has the right, state-specific paperwork completed.

Why It Matters

For Reflex, onboarding is no longer a set of disconnected complex systems and manual processes. By embedding Onboarded as their onboarding and compliance infrastructure, Reflex built a foundation that supports growth without turning compliance into a permanent engineering tax.