Case Study: American Heart Association achieves 50% more recruiter relationship time and 200% increased sourcing with iCIMS

How the American Heart Association’s innovative hiring approach creates a healthier world

The American Heart Association (AHA), a Dallas-based nonprofit with 4,000+ employees and a mission to help everyone live longer, healthier lives, faced a massive talent challenge: more than 225,000 applicants a year (600–650 daily) for a tiny fraction of open roles, heavy administrative burdens on recruiters, and fragmented systems that threatened candidate experience and volunteer/donor relationships. With only 0.5% of applicants hired, AHA needed a scalable, consistent hiring process that kept “silver medalist” candidates engaged without adding manual work.

AHA implemented the iCIMS Talent Cloud with RPA and key integrations (Outmatch assessments and reference checks, RIVS video interviewing, and Workday HCM) and launched an internal Talent Exchange Portal to redeploy staff on projects. The technology consolidation automated routine tasks—saving roughly 1,075 recruiter hours annually across requisitions, new-hire data, video interviewing, and reference checks—allowed recruiters to spend 50% more time building relationships, increased sourcing activity by 200%, sped time-to-fill, and delivered a more consistent, branded candidate and internal mobility experience.

American Heart Association

Sally Pabin

Vice President of Talent