List of In-House Onboarding Customers
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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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Banking and Financial Services | 7000 | $30.9B | United States | In-House Applications | In-House Onboarding | Onboarding | 2014 | n/a |
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Professional Services | 1800 | $450M | Poland | In-House Applications | In-House Onboarding | Onboarding | 2020 | n/a |
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