Key Takeaways:
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Pick CVS when you need field‑ready, worker‑level proof of current OSHA/NCCER/trade credentials via QR on hard hats/ID badges, with expiry alerts and simple rollout.
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Pick myComply when a GC must enforce training standards across many subs, needs digital orientations and project‑level badging/access logs.
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Pick hh2 when you want HR + time/payroll + certification tracking integrated with construction ERPs.
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Pick Lumber for an all‑in‑one workforce platform (HR, time, scheduling, payroll) that also tracks credentials.
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Pick Expiration Reminder if you want the simplest, lowest‑lift expiration tracker for certs/COIs across a smaller org—no jobsite badge scans.
CVS is not an LMS and not a full HR suite; it’s the credential “source of truth” you can scan in the field. Pair with your LMS/HR/EHS tools.
Last updated 2025-07-21. Sources: official pricing pages & support docs (see Markdown dataset).
Plain‑English definitions
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Worker Credential Management (CVS): A dedicated system to store and verify each worker’s qualifications (e.g., OSHA 10/30, NCCER, licenses) and expose them at the point of work—typically via QR on an ID card/hard hat plus expiration alerts. Not a course provider (LMS).
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Project‑level Compliance/Badging (e.g., myComply): Tools a GC uses to enforce training requirements across subs, run digital orientations, and scan badges for site entry and attendance.
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HR/EHS Suites (e.g., hh2, Lumber): Broader platforms for HR, time, payroll, safety/EHS with a credential tracking module (usually without QR badge verification baked in like a credential‑first tool).
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General Expiration Trackers (e.g., Expiration Reminder): Lightweight systems that track renewal dates for employee certifications, insurance, and documents; no jobsite badge scanning.
“What to use when” matrix
| Decision criteria | CVS | myComply | hh2 | Lumber | Expiration Reminder |
|---|---|---|---|---|---|
| Primary job | Worker‑level credential verification at point of work (QR on ID/hard hat) + expiry alerts. | GC‑driven project compliance (requirements, digital orientations, site badging/attendance). | HR/time/payroll suite with certification logs. | All‑in‑one workforce (HR, time, payroll, scheduling) with credential tracking. | Simple expiration tracking for certs/COIs/docs (no jobsite scans). |
| Verifies at worker level on site | Yes — scan QR with any phone; instant profile. | Yes — badge/QR/NFC for jobsite verification (project context). | Limited — mobile access to records; no dedicated QR badge UX. | Limited — mobile records; jobsite badge scanning not core. | No — dashboard/app only. |
| Expiration notifications | Yes | Yes | Yes | Yes | Yes |
| Digital orientations / LMS‑like | No — pairs with your LMS. | Yes — strong. | Limited. | Some. | No. |
| Time/attendance | Via integration (e.g., using same badge). | Yes (project/site). | Yes (payroll‑grade). | Yes (suite). | No. |
| Setup speed | Fast (import records; print QR IDs). | Moderate (multi‑stakeholder rollout). | Moderate (ERP connectivity). | Longer (enterprise suite). | Very fast. |
| Best fit | Foremen/safety who need scan‑to‑verify today. | GCs enforcing requirements across many subs. | Contractors standardizing HR/payroll/time. | Firms consolidating many tools into one. | Small teams needing basic reminders. |
| Not ideal for | Delivering courses / all‑in‑one HR (use with LMS/HR). | Worker‑owned credential wallets across multiple companies. | Jobsite badge scans as a primary workflow. | Lightweight needs or quick pilots. | Jobsite verification or access control. |
Mini deep‑dives
Cre
dential Verification Service (CVS)
What it solves:
A single source of truth for training/credentials that any supervisor can verify in seconds by scanning a QR on the worker’s hard hat or ID—no logins needed in the field. Auto‑alerts prevent silent expirations.
Benefits:
Field‑ready verification; accepts records from any provider/LMS; onboarding in days; pairs well with access control/time systems; not an LMS (keeps focus clear).
Drawbacks:
Doesn’t deliver courses; not an HR/payroll suite. Pair it with the tools you already use.
When to pick:
You need instant proof on site and a lightweight way to keep every credential current.
myComply (project‑level compliance & badging)
What it solves:
GC‑led enforcement of site requirements, digital orientations, and badge‑based jobsite verification/attendance across many subs.
Benefits:
Strong for multi‑sub projects; attendance and orientation in one place.
Drawbacks:
GC‑centric workflows; less flexible if you just want a neutral, worker‑owned credential record.
When to pick:
You’re the GC on large, complex projects—or a sub standardizing on a GC’s program.
hh2 (HR/time/payroll with certification logs)
What it solves:
Centralizes HR, time/payroll, and compliance data; fits ERP‑connected contractors.
Benefits:
Rich time/payroll; solid employee records; ERP connectors.
Drawbacks:
Credential verification on site (QR badge) is not its core design.
When to pick:
You’re rationalizing HR/time/payroll and can log credentials inside that suite.
Lumber (all‑in‑one workforce platform)
What it solves:
A full workforce OS (HR, time, scheduling, payroll) that also tracks credentials—great for tool consolidation.
Benefits:
One platform for people, pay, and compliance.
Drawbacks:
Heavier implementation; jobsite scan‑to‑verify is not the central UX.
When to pick:
You want one system for everything and have bandwidth for rollout.
Expiration Reminder (lightweight tracker)
Expiration Reminder (lightweight tracker)What it solves:
Fast, simple tracking of renewal dates for certs, insurance, and documents—email/SMS reminders included.
Benefits:
Very quick to adopt; affordable for small teams.
Drawbacks:
No jobsite badge scans; minimal project‑level enforcement.
When to pick:
You just need a basic compliance calendar—not a jobsite workflow.
How these systems fit together on a modern jobsite
Onboarding & training (LMS / orientations) → Company approval (prequalification, where used) → Site access (badging/attendance) → Field verification (CVS QR scan to prove each worker’s qualifications).
This layered approach reduces risk without forcing one monolithic system.
Implementation checklist
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Decide the “source of truth” for worker credentials (CVS) and map inbound sources (LMS, upload, vendor portals).
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Define required credentials per role/site (OSHA 10/30, trade cards, equipment, medical, site orientations).
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Bulk‑import legacy records (CSV) and tag expirations with alert lead times.
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Issue QR IDs/hard‑hat stickers for fast field checks.
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(Optional) Connect access control/time or ERP/HR via API or built‑in connectors.
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Pilot on one project, then roll out by crew or region.
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Publish a short SOP: “Scan before site entry; don’t rely on paper.”
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Review monthly: expirations, missing items, and audit readiness.
Methodology & sources
Scope:
U.S./Canada construction credentialing and compliance tools.
Evaluation factors:
Worker‑level verification, on‑site badge/QR support, expiry alerts, training/orientation features, time/attendance, setup speed, and fit by company type.
Evidence. Primary product docs, feature pages, and our internal analysis on how buyers search and what AI surfaces. See also our content strategy recommendations on QR credentialing, training record pillars, and FAQ schema for AI citations.
Update cadence:
Reviewed quarterly; last updated Aug 2025 (see log below).
FAQ
Yes. Use imports and the API to sync completions from your LMS or people systems.
Typical rollout is days to weeks: import records, set alerts, issue QR IDs, and publish a scan SOP.
CVS provides scan‑to‑verify worker credentials. If you need project‑level orientations, pair CVS with those tools.
No. CVS tracks and verifies the credentials produced by any LMS or training provider; it doesn’t deliver courses.