List of In-House Onboarding Customers
APPS RUN THE WORLD
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Since 2010, our global team of researchers has been studying In-House Onboarding customers around the world, aggregating massive amounts of data points that form the basis of our forecast assumptions and perhaps the rise and fall of certain vendors and their products on a quarterly basis.
Each quarter our research team identifies companies that have purchased In-House Onboarding for Onboarding from public (Press Releases, Customer References, Testimonials, Case Studies and Success Stories) and proprietary sources, including the customer size, industry, location, implementation status, partner involvement, LOB Key Stakeholders and related IT decision-makers contact details.
Companies using In-House Onboarding for Onboarding include: Cummins, a United States based Manufacturing organisation with 69600 employees and revenues of $34.10 billion, Fannie Mae, a United States based Banking and Financial Services organisation with 7000 employees and revenues of $30.85 billion, Armstrong World Industries, a United States based Manufacturing organisation with 2960 employees and revenues of $1.11 billion, Curtin University, a Australia based Education organisation with 3887 employees and revenues of $900.0 million, Innowise, a Poland based Professional Services organisation with 1800 employees and revenues of $450.0 million and many others.
Contact us if you need a completed and verified list of companies using In-House Onboarding, including the breakdown by industry (21 Verticals), Geography (Region, Country, State, City), Company Size (Revenue, Employees, Asset) and related IT Decision Makers, Key Stakeholders, business and technology executives responsible for the HCM software purchases.
The In-House Onboarding customer wins are being incorporated in our Enterprise Applications Buyer Insight and Technographics Customer Database which has over 100 data fields that detail company usage of HCM software systems and their digital transformation initiatives. Apps Run The World wants to become your No. 1 technographic data source!
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| Logo | Customer | Industry | Empl. | Revenue | Country | Vendor | Application | Category | When | SI | Insight |
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Armstrong World Industries | Manufacturing | 2960 | $1.1B | United States | In-House Applications | In-House Onboarding | Onboarding | 2016 | n/a |
In 2016, Armstrong World Industries implemented In-House Onboarding, an in-house application categorized as Onboarding. The deployment was built to support the company’s US workforce of approximately 2,960 employees and was delivered as custom .NET applications paired with SharePoint for content and document management.
The In-House Onboarding implementation combined a recognition capability with core onboarding and off-boarding modules, with .NET handling business logic and workflow orchestration and SharePoint hosting policy content, forms, and retention libraries. Functional capabilities included task orchestration for new hires and exits, electronic form capture and storage, and role-based approval routing consistent with standard onboarding lifecycle processes in the Onboarding category.
Integrations explicitly included SharePoint for document management, policy distribution, and audit trail retention, while the custom .NET stack provided service endpoints and the user interface layer. Operational ownership was centered in HR for process definition and IT for application support and platform maintenance, with governance delivered through structured approval workflows and SharePoint based auditability across onboarding and off-boarding processes.
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Cummins | Manufacturing | 69600 | $34.1B | United States | In-House Applications | In-House Onboarding | Onboarding | 2017 | n/a |
In 2017, Cummins implemented an In-House Onboarding application within the Onboarding category to formalize functional onboarding for its Marketing and Sales organization. The initiative was executed as part of global Talent Management responsibilities covering more than 3,000 employees within Marketing and Sales, and targeted new hires, graduate rotational program entrants, college hires, and interns across North America and Europe.
The In-House Onboarding application combined configurable onboarding workflows, role based task checklists, content delivery for orientation, and mechanisms to capture completion and competency evidence. The deployment incorporated the Marketing specific Career Development Workbook and toolkit as structured learning artifacts, and included templates to support graduate rotational programs and recurring college hire onboarding cycles.
Operational coverage focused on Marketing and Sales and extended to intern and full time hire cycles that were supported by redesigned recruitment processes that placed up to 60 full time and 50 intern vacancies per cycle. The solution was aligned with Talent Management processes, policies, and tools under a centralized functional ownership model responsible for continuous improvement and governance.
Governance established by the Talent Management team formalized policies, role based workflows, and a Functional Onboarding programme for all new hires into Marketing and Sales globally. The rollout included curriculum design, program materials, and process controls managed by HR and the Marketing leadership to ensure consistent onboarding delivery.
Outcomes explicitly recorded from the implementation included improved engagement and productivity for new Marketing and Sales hires, and the Functional Onboarding programme and Career Development Workbook were adopted as best practice by other functions.
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Curtin University | Education | 3887 | $900M | Australia | In-House Applications | In-House Onboarding | Onboarding | 2018 | n/a |
In 2018, Curtin University implemented In-House Onboarding, an Onboarding application designed to centralize employee screening and onboarding workflows. The In-House Onboarding application supports Curtin's HR and People and Culture functions across four Western Australia campuses and international sites in Dubai, Singapore and Malaysia, covering nearly 4,000 staff engaged by the university.
The deployment is an in-house built system that consolidates criminal screening, qualification verification and candidate self-service, delivering mobile-enabled onboarding and screening workflows. Functional capabilities implemented include online applicant screening, automated notification of screening hits, and a unified record of screening outcomes to support hiring manager review and People Services operations.
Curtin integrated CVCheck screening components into the In-House Onboarding system to provide online criminal checks and faster result delivery. The integration routes screening outcomes directly into HR workflows so hiring managers and People Services can review hits sooner, reducing prior manual follow up with postal receipts and hardcopy verification.
Governance and process changes accompanied the technical build, standardizing screening across academic and non-academic roles to satisfy TEQSA requirements. The shift replaced a paper-based administrative flow with online verification, notification and review processes governed by People and Culture, enabling consistent compliance checks for staff who interact with students.
Curtin reported that the In-House Onboarding implementation improved the candidate experience by enabling mobile completion of screening, increased compliance visibility for recruiters, and accelerated notifications when screening hits occur. These outcomes were described as a streamlined online approach, a better experience for staff, and stronger compliance controls.
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Fannie Mae | Banking and Financial Services | 7000 | $30.9B | United States | In-House Applications | In-House Onboarding | Onboarding | 2014 | n/a |
In 2014, Fannie Mae deployed an In-House Onboarding application to support its eMortgage onboarding process, categorizing the solution under Onboarding. The In-House Onboarding implementation is positioned to capture intake information and coordinate guidance for stakeholders who begin or are midstream in the eMortgage onboarding flow.
The In-House Onboarding application implements standard onboarding capabilities including web form intake, guided implementation workflows, status tracking, document capture, and role based task orchestration to move cases through defined enrollment stages. Configuration focuses on template driven workflows and automated handoffs, enabling implementation teams to manage sequential tasks, approvals, and communications during the onboarding lifecycle.
Deployment is internal to Fannie Mae and operated as an in-house application within the enterprise environment, with a governance model centered on a centralized onboarding team that uses form submissions to initiate guided implementation support. The solution supports business functions tied to onboarding and implementation management for eMortgage, and it is used to route requests, assign responsibilities, and provide structured guidance to teams executing onboarding activities.
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Innowise | Professional Services | 1800 | $450M | Poland | In-House Applications | In-House Onboarding | Onboarding | 2020 | n/a |
In 2020 Innowise deployed In-House Onboarding, an in-house HRM web application classified in the Onboarding category to centralize personnel data and automate routine HR administration. The implementation addressed personnel tracking, benefits, recruiting, onboarding workflows, and learning and development, with primary operational users in HR, line managers, and sales managers who source internal candidates.
The solution is a modular web-based system built around three primary modules, a user and access control module, a process control module, and a data management module. The Employee profile implementation consolidates general information, organizational units, line manager assignment, hard and soft skills fields with language and exam tracking, a development plan view, one-to-one scheduling and feedback capture, and a useful links section. The Company structure component exposes organizational data in tree and list representations, supports multi-parameter filtering and saved filter exports, and provides searchable employee lists by job title, professional level, managerial level, department and manager.
Process automation and localization are implemented through a Processes tab that supports creating drafts, publishing finalized workflows, automatic notifications to employees on published changes, and multi-language support to reflect country specific rules for vacation, probation, calendar plans and contract models. Time off management includes balance visibility, employee requests, subordinate request approvals, history of requests, sick day submission and data uploading to accounting programs. The platform is designed with a flexible database and UI driven configuration so new process templates can be added without code changes.
Architecturally the application is delivered as a corporate web application with a flexible data model and admin-first user interface, and it is integrated with the corporate mobile employee HR app to replicate key functions such as time off processing, company structure browsing and employee profile viewing on mobile. The implementation includes bulk change and smart filtering capabilities to apply organization structure changes at scale, assignment of process task owners for accountability, and comment and audit capture to preserve decision provenance for approvals and development plan signoffs.
The initiative was explicitly aimed at centralizing HR information and reducing the administrative burden on HR staff by enabling configurable workflows, process localization across offices, and extensibility to add features like feedback collection and probation comments without major system refinements. In-House Onboarding remains the authoritative Onboarding system for storing employee records, orchestrating approvals and enabling line managers and HR to manage staffing related processes within a single application.
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| Logo | Company | Industry | Employees | Revenue | Country | Evaluated | ||
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FAQ - APPS RUN THE WORLD In-House Onboarding Coverage
In-House Onboarding is a Onboarding solution from In-House Applications.
Companies worldwide use In-House Onboarding, from small firms to large enterprises across 21+ industries.
Organizations such as Cummins, Fannie Mae, Armstrong World Industries, Curtin University and Innowise are recorded users of
In-House Onboarding for Onboarding.
Companies using In-House Onboarding are most concentrated in Manufacturing, Banking and Financial Services and Education, with adoption spanning over 21 industries.
Companies using In-House Onboarding are most concentrated in United States, Australia and Poland, with adoption tracked across 195 countries worldwide. This global distribution highlights the popularity of In-House Onboarding across Americas, EMEA, and APAC.
Companies using In-House Onboarding range from small businesses with 0-100 employees - 0%, to mid-sized firms with 101-1,000 employees - 0%, large organizations with 1,001-10,000 employees - 80%, and global enterprises with 10,000+ employees - 20%.
Customers of In-House Onboarding include firms across all revenue levels — from $0-100M, to $101M-$1B, $1B-$10B, and $10B+ global corporations.
Contact APPS RUN THE WORLD to access the full verified In-House Onboarding customer database with detailed Firmographics such as industry, geography, revenue, and employee breakdowns as well as key decision makers in charge of Onboarding.