Streamlined the hiring process, reducing friction and increasing speed to hire

Stephanie Shaw led the charge to create a fast, frictionless and fun hiring experience for Wendy’s front-line workers by implementing a fully integrated talent management solution. Previously, The Wendy’s Company used multiple systems that resulted in high candidate drop-off during the interview process and were a burden on Wendy’s HR and Operations teams. With the implementation of the new iCIMS ATS, candidates can fill out an entire application and schedule an interview with Wendy’s in less than two minutes. As a result, the median time from apply to hire at a Wendy’s restaurant is just five days, with 80% of candidates who apply being able to schedule an interview. This has helped Wendy’s hire 600 people in just three months, an 8% increase in new hires, while also providing a significant reduction in technical issues for applicants and the Wendy’s team.

Attracted 800,000 applicants and saved more than $3 million

After acquiring two companies, both larger than itself, Peraton grew to 18,000 employees. Alison Paris was tasked with uniting the company’s talent acquisition organization in six months by leading an initiative called One Peraton. This was a critical project, as 92% of Peraton’s employees are revenue generators. Alison dove in headfirst, organized the company’s iCIMS platform to support its five operating segments, and launched a recruitment marketing capability that attracted 800,000 applicants. This ultimately led to the talent acquisition team tripling offer acceptance volume with an astounding 6,935 accepted offers. Alison also worked on redeploying existing employees into new roles when their roles were at risk due to customer funding challenges, saving Peraton more than $3 million.

Slashed time to hire from three weeks to three days

Natalie Duncan transformed the way Topgolf approached hiring by creating scalable and sustainable hiring processes. Natalie led the implementation of iCIMS Digital Assistant and Text Engagement, which together allow candidates to apply in under two minutes. This led to slashing time-to-hire from three weeks to just three days while also increasing applications. Natalie also led iCIMS Career Site implementation and reimagined job postings to make them more engaging. She also rebuilt countless reports and dashboards for multiple user groups to enhance end-to-end and operator system efficiencies. Natalie also led Topgolf’s iCIMS Offer Management implementation that resulted in much-improved recruiter, hiring manager and new hire experiences.

Reduced time to apply by 300% 

Jessica Olsen and Jeremy Schroeder teamed up to overhaul Global Medical Response’s (GMR) talent acquisition system and create a best-in-class, modern ATS structure that would meet the company’s short- and long-term needs. Jessica and Jeremy partnered with iCIMS to restructure their portals from brand-based to role-based and to reconfigure GMR’s system structure to optimize role targeting, position management, user alignment and reporting. The pair also streamlined content and data by restructuring their login groups into two core groups: recruiters and hiring managers. As a result, the team reduced time to apply by 300% and time to manage portal updates by 250%.

Reduced time to apply by 300% 

Jessica Olsen and Jeremy Schroeder teamed up to overhaul Global Medical Response’s (GMR) talent acquisition system and create a best-in-class, modern ATS structure that would meet the company’s short- and long-term needs. Jessica and Jeremy partnered with iCIMS to restructure their portals from brand-based to role-based and to reconfigure GMR’s system structure to optimize role targeting, position management, user alignment and reporting. The pair also streamlined content and data by restructuring their login groups into two core groups: recruiters and hiring managers. As a result, the team reduced time to apply by 300% and time to manage portal updates by 250%.

Increased hires by 38% and eliminated the need for TA outsourcing in India

Steve Kay was tasked with ensuring that Velosio’s talent acquisition systems could keep up with the company’s explosive growth in recent years. Velosio implemented the iCIMS Talent Cloud platform to improve the company’s recruitment strategies. This gave Velosio’s talent acquisition team access to more customizable and streamlined data – and even allowed the business to to create an internal talent acquisition team in India, eliminating TA outsourcing there and increasing efficiency in attracting a diverse pool of candidates. Since Steve partnered with iCIMS to implement the full iCIMS Talent Cloud suite of products, Velosio has seen a 38% increase in the number of hires, a 33% decrease in time to fill job vacancies and a 4% increase in accepted offers.

Unified the text-to-apply experience for 15 brands

Terry Smith is a longtime iCIMS champion who took on the challenge of helping each Cheesecake Factory location and brand best use iCIMS Digital Assistant and Text Engagement to suit the location or brand’s needs. Terry worked closely with iCIMS to optimize The Cheesecake Factory‘s ATS and roll out a new text-to-apply feature for more than 15 brands and 3,400 managers and recruiters. Terry also helped his team deploy iCIMS CRM, which allowed the business to send marketing materials to 2.4 million candidates. He also improved the application experience by decreasing the length of the application for hourly positions from four to two pages while still capturing key information and giving candidates the option of using the iCIMS self-scheduling tool for interviews.

Built in-house TA operations resulting in significant cost savings

G42, an an AI and cloud computing technology company based in Abu Dhabi, rapidly grew its employee base in 2022. Together, Philipp Maschelski and G42’s talent acquisition and Digital HR teams implemented iCIMS, which allowed G42 to transition from third-party talent vendors and move most talent operations in-house, all while maintaining an exceptional candidate and hiring manager experience. The team focused on creating candidate pipelines, leveraging iCIMS Career Sites to post jobs to job boards like LinkedIn and Indeed and keep in touch with candidates for future roles with iCIMS CRM. As a result, G42 hired individuals from 50+ diverse nationalities and maintains a talent pool of 15,000+ candidates.

Launched new marketing strategy and increased key clinical hires by 19%

Novant Health has been at the forefront of innovative talent acquisition strategies since the Great Resignation. Kenny Tatum created a market-based talent model within Novant Health, a strategy that assigns dedicated recruiters to a specific geographic market to partner with onsite facility leaders and staff, allowing for close relationships with frontline employees. Kenny and his team also enhanced the applicant experience by creating quick application links via iCIMS Text Engagement, resulting in more than 4,800 applicants. Kenny and his team weren’t done yet – they launched a facility-based job marketing strategy that provided a marketing budget for each nursing department, resulting in a 20% increase in applications sent to hiring managers. Novant Health saw a 19% increase in hires systemwide, including a 16.4% increase in bedside nurse hires, a 13.6% increase in radiology hires and a 22.6% increase in respiratory expert hires.

Transitioned the TA org to a global platform and a unified, streamlined approach

Laura Garcia-Herrero and her team successfully led Expleo in transitioning from a localized to a global use of its iCIMS ATS. They implemented a single platform for all 21 of Expleo’s legal entities, achieving harmonization of 104 login groups into only 13, while also mapping fields and implementing a global recruitment process workflow. Expleo also created standardized dashboards for unified reporting worldwide. These efforts resulted in a significant increase in efficiency, reducing login groups by 88%, local workflows by 94% and fields by 77%. By maximizing Expleo’s use of iCIMS ATS, the company was able to expand its workforce to new geographies. With a streamlined and standardized process and access to a global database of candidates, the organization is now able to make data-driven recruiting decisions. The global system approach has greatly improved Expleo’s ability to scale its recruitment process, giving it a competitive edge.

Scaled recruiting processes and dramatically improved completion rates

Whitney Bryant led DISH Network’s initiatives to scale its recruitment organization to achieve business growth and meet increased demand from business stakeholders. This meant rebuilding DISH’s talent foundations and creating a new, more efficient process for internal and external stakeholders. To do so, Whitney and her team optimized their iCIMS recruiting dashboards and statuses, standardized their recruitment email templates and shortened candidate applications. As a result, Whitney and her team saw a 33% decrease in time to apply and a 41% increase in application completion rate.