iCIMS

Vendor: iCIMS · Enterprise

iCIMS is a talent acquisition platform. Its core is a "highly-configurable enterprise ATS" used to run hiring end to end: job postings, candidate applications, interview and selection workflow, offers, and onboarding. It is built for high-volume recruiting.

Onboarding (ONBOARD)

New hire process, documentation, training

Activities

Reach Hired Status
Create Onboarding Workflow
Apply Onboarding Workflow Profile
Transfer Hire Data from ATS
Set Status Ready to Onboard
Assign Onboarding Tasks
Assign iForms
Send Portal Invitation
Set Status Onboard in Progress
New Hire Logs into Portal
Complete I-9 Section 1
Complete W-4 Form
Complete State Tax Form
Complete Direct Deposit Authorization
Acknowledge Employee Handbook
Upload Identity Documents
Complete iForm
Verify I-9 Section 2
Submit E-Verify Case
Receive E-Verify Result
Resolve E-Verify Tentative Nonconfirmation
Order Background Check
Confirm Start Date
Order Equipment
Provision Laptop
Create Email Account
Grant Application Access
Schedule Orientation
Enter Benefits Elections
Reach Day-One Readiness
Complete Onboarding Workflow
Sync New Hire to HRIS
Mark No Show
Close Onboarding Workflow

Case attributes

Associated Job (string) - Job the new hire is being onboarded into.
Department (string) - Department transferred from the ATS record.
Employment Classification (string) - Exempt / nonexempt / contractor classification.
Location (string) - Work location transferred from the ATS record.
New Hire Category (string) - Base profile / new-hire category that selects the onboarding workflow profile.
New Hire Name (string) - Name of the new hire (associated person profile).
Onboard Workflow ID (string) - System identifier of the onboarding workflow (the onboarding case id).
Tasks Assigned (integer) - Count of onboarding tasks assigned on the workflow.
Tasks Completed (integer) - Count of onboarding tasks completed (drives the portal progress bar).
Onboard Portal (string) - The branded New Hire Portal the workflow is served through.
E-Verify Case Status (string) - Result of the E-Verify case for the new hire.
I-9 Status (string) - State of the Form I-9 across Section 1 and Section 2.
Workflow Status (string) - Onboarding workflow lifecycle state.
Completed Date (datetime) - Timestamp the onboarding workflow reached Onboard Complete.
Created Date (datetime) - Timestamp the onboarding workflow was created.
Start Date (datetime) - New hire start date used to drive task due dates.

Process-mining benefits (historical)

Where I-9 verification runs late [Compliance]: See how long it takes between a new hire finishing their part of the I-9 and HR verifying Section 2, and how often that verification lands after the legal deadline. Turning 'we usually catch it' into a counted, ranked pattern shows exactly which start weeks and coordinators run the compliance clock down to the wire.
New-hire tasks that stall the portal [Efficiency]: Measure how long new hires sit before logging into the portal and finishing their assigned tasks, and which forms they get stuck on. The tasks that pause onboarding the longest become the first ones to simplify, pre-fill, or chase earlier.
Provisioning that misses the start date [Efficiency]: Trace how often equipment, laptops, and application access are still open when the start date arrives, and which teams cause the gap. A new hire who shows up to no laptop is a day-one experience problem you can now quantify by team and location.
No-shows and where they drop off [Service]: Find the workflows that ended in No Show and see how far along onboarding they got before the hire disappeared. Whether they never logged into the portal or went quiet after E-Verify tells you which point in the journey is losing people.
How often E-Verify hits a Tentative Nonconfirmation [Compliance]: Rank how frequently E-Verify cases come back as a Tentative Nonconfirmation and how long they take to resolve. Clustering by location or document type shows where bad data at intake is creating avoidable compliance work later.
End-to-end onboarding time by new-hire category [Efficiency]: Compare how long onboarding takes from hired status to Onboard Complete across corporate, hourly, contractor, and part-time profiles. You learn which categories flow cleanly and which drag, so the slow profiles get the process attention.

Process-mining benefits (action)

A daily worklist of I-9s nearing their deadline [Compliance]: Every day, surface the new hires whose Section 2 verification is approaching the three-day window, sorted by how little time is left, so HR closes the ones still savable instead of discovering a missed deadline after the fact.
Nudge new hires who haven't started their portal tasks [Efficiency]: Alert on new hires who were invited but have not logged in or started their forms with the start date approaching, so a coordinator reaches out while there is still time to get the paperwork done before day one.
A provisioning readiness board for this week's starts [Efficiency]: Show every start date in the coming week with its equipment, laptop, and access tasks still open, so IT and hiring managers clear the list before anyone arrives rather than scrambling on the first morning.
Flag every open E-Verify Tentative Nonconfirmation [Compliance]: Route each new E-Verify Tentative Nonconfirmation to a same-day queue so the new hire is told and the resolution steps begin immediately, keeping the case inside the allowed response window.
Chase workflows stuck in Onboard in Progress [Service]: Produce a live list of onboarding workflows that have sat in Onboard in Progress past your threshold with no recent task completion, so a coordinator unblocks them before the hire loses momentum or drops out.
Confirm HRIS sync on every completed onboarding [Compliance]: When a workflow reaches Onboard Complete, verify the new-hire record actually synced to the HRIS and flag the ones that did not, so a missing required field does not leave a started employee absent from payroll and benefits.

Data tables

Onboarding Task - One row per task on an onboarding workflow, with assignee, category, due date, status, and completion timestamp. Task completions are the primary event source for mining the onboarding flow.
Onboarding Workflow - The onboarding case record. One per new hire; carries the associated person, new-hire category, job, portal, status, and dates. Read via the iCIMS REST API onboardworkflows resource.
Onboard Portal Task - Portal task event fired when a new hire starts a verification step (E-Verify, WOTC) that redirects to a third-party system, with a complete / incomplete return. Marks external compliance steps in the event log.
iForm - Electronic paperwork (W-4, I-9, direct deposit, state tax, handbook acknowledgment) completed by the new hire, employee, or hiring manager. Completed iForm data is retrieved by iForm ID.
Onboard Portal - Configuration of a branded New Hire Portal that serves the onboarding tasks and forms to new hires.
Person Profile - The new hire's person profile - the candidate record promoted to an employee, carrying identity, contact, job, and start details referenced by the workflow.

Recruit-to-Hire (R2H)

Talent acquisition from job requisition to offer acceptance. Covers sourcing, screening, interviewing, and offer management.

Activities

Create Job Requisition - Job Profile created via the jobs resource; folder=Pending Approval. Extract from Job Profile created event.
Route Requisition for Approval - Approvers added in order and notified; Job Profile folder stays Pending Approval until all approve. From Job Profile folder/approval state.
Approve Job Requisition - Job Profile folder changes to Approved / Open; the requisition can now recruit. Extract from jobs.folder transition to Approved/Open.
Place Requisition On Hold - Job Profile folder set to On Hold (requisition paused). From jobs.folder transition to On Hold.
Post Job to Career Portal - Job posted to the career site / job boards; jobpoststart set on the Job Profile. Extract from Job Profile jobpoststart (separate from approval).
Receive Application - Recruiting Workflow (applicantworkflow) created linking baseprofile (job) to associatedprofile (person); status New/Received. The case starts here.
Withdraw Application - Workflow status -> Withdrawn (candidate withdrew or auto-withdraw). From WorkFlowStatusChangeEvent to a Withdrawn status.
Review Application - Workflow status -> Under Review / Reviewed. Extract from WorkFlowStatusChangeEvent (newStatus) with its timestamp.
Move to Under Consideration - Workflow status -> Under Consideration (passed initial review). From WorkFlowStatusChangeEvent.
Schedule Interview - Scheduled Interview created and workflow status -> Interview Scheduled. Extract from Scheduled Interview + WorkFlowStatusChangeEvent.
Conduct Interview - Workflow status -> Interviewed after the scheduled interview occurs. From WorkFlowStatusChangeEvent / Scheduled Interview completion.
Send Assessment - Assessment issued; applicantworkflow assessment group set (assessmentname, assessmentdate, assessmentstatus). From the workflow assessment fields.
Receive Assessment Result - Assessment result returned; applicantworkflow assessmentresult / assessmentstatus updated. From the workflow assessment fields.
Extend Offer - Workflow status -> Offer Extended; offeramount, offerdate, offerexpiration and proposedstartdate set on the applicantworkflow.
Accept Offer - Workflow status -> Offer Accepted; acceptdeclinedate set. Extract from WorkFlowStatusChangeEvent + acceptdeclinedate.
Decline Offer - Workflow status -> Offer Declined; acceptdeclinedate set. From WorkFlowStatusChangeEvent to a declined status.
Reject Candidate - Workflow status -> Rejected / Not Selected; the workflow is closed. From WorkFlowStatusChangeEvent to a rejection status.
Hire Candidate - Workflow status -> Hired (offer accepted, process complete). Extract from WorkFlowStatusChangeEvent (newStatus = Hired).
Hand Off to Onboarding - Reaching Hired status triggers creation of the onboarding workflow (onboardworkflows). Extract from the onboardworkflow-created event.

Case attributes

Department (string) - Department on the Job Profile.
Job Number (string) - Requisition code (Job Profile jobnumber).
Job Title (string) - Title of the requisition (Job Profile jobtitle).
Location (string) - Work location on the Job Profile (joblocation).
Source Channel (string) - How the candidate reached the workflow (source / sourcechannel on the applicantworkflow).
Applicant Workflow ID (string) - System identifier of the Recruiting Workflow (applicantworkflow) - the recruit-to-hire case id.
Candidate Name (string) - Name of the candidate (associated Person Profile).
Job ID (string) - Identifier of the Job Profile the candidate applied to (baseprofile on the workflow).
Person ID (string) - Identifier of the candidate's Person Profile (associatedprofile on the workflow).
Number of Openings (integer) - Openings on the requisition (Job Profile numberofpositions).
Offer Amount (number) - Proposed compensation on the offer (applicantworkflow offeramount).
Hiring Manager (string) - Hiring manager on the Job Profile.
Recruiter (string) - Recruiter assigned on the Job Profile.
Assessment Result (string) - Result of an assessment on the workflow (assessmentresult / assessmentstatus).
Requisition Folder (string) - Job Profile approval folder (drives whether the requisition can recruit).
Workflow Status (string) - Recruiting Workflow status the candidate currently sits in.
Accept/Decline Date (datetime) - Date the candidate accepted or declined the offer (acceptdeclinedate).
Application Date (datetime) - Timestamp the Recruiting Workflow was created (application received).
Offer Date (datetime) - Date the offer was extended (offerdate).
Offer Expiration (datetime) - Date the offer expires (offerexpiration).
Proposed Start Date (datetime) - Proposed start date on the offer (proposedstartdate).

Process-mining benefits (historical)

Where the hiring funnel stalls [Efficiency]: Measure how long candidates sit in each status - from Receive Application through Review Application, Schedule Interview, and Extend Offer to Hire Candidate - and see which stage eats the most calendar time. The stages that quietly stretch time-to-hire become the first ones to fix.
Requisitions that sit waiting for approval [Efficiency]: Trace how long it takes from Create Job Requisition to Approve Job Requisition, and which departments and approvers hold the line. A req that waits a week to open is a week of hiring you never get back, now countable by team.
Interview scheduling drag [Service]: See the gap between Review Application and Schedule Interview, and between a scheduled interview and Conduct Interview, so you learn where candidates wait on you. Long silences after a good screen are where strong applicants lose interest and go elsewhere.
Where offers get declined [Cash]: Rank how often Extend Offer ends in Decline Offer rather than Accept Offer, and how that splits by department, source, and offer amount. Patterns in who says no tell you whether pay bands, timing, or the candidate experience are costing you the hire.
Which source channels actually produce hires [Cost]: Follow candidates from Post Job to Career Portal through to Hire Candidate by Source Channel, so you see which boards and referrals turn into hires versus which only add volume. That is where the sourcing budget should - and should not - go.
Aging requisitions and where candidates drop off [Compliance]: Find the requisitions open longest and the points where candidates exit through Withdraw Application or Reject Candidate, and how far they had progressed first. Knowing whether people leave before or after the interview shows which part of the journey is losing them.

Process-mining benefits (action)

A daily worklist of applications waiting to be reviewed [Efficiency]: Every morning, surface the applications still sitting in New or Under Review past your target, sorted by how long they have waited, so a recruiter clears the backlog before good candidates cool off or accept elsewhere.
Nudge stalled requisition approvals [Efficiency]: Alert on requisitions stuck between Create Job Requisition and Approve Job Requisition beyond your threshold, and ping the approver who is holding it, so openings do not lose days before recruiting can even begin.
Chase interviews that were scheduled but never happened [Service]: Produce a live list of candidates with a Schedule Interview but no Conduct Interview, and candidates left waiting after their interview with no next step, so a coordinator keeps the process moving and the candidate feels attended to.
Flag offers nearing expiration without a decision [Cash]: Watch every Extend Offer where the offer expiration is approaching and Accept Offer has not landed, so the recruiter follows up while the candidate is still deciding rather than letting a winnable offer lapse.
Confirm every hire is handed off to onboarding [Compliance]: When a candidate reaches Hire Candidate, verify that Hand Off to Onboarding actually fired and flag the ones that did not, so a new hire never falls into the gap between accepting an offer and starting onboarding.
Re-engage candidates going cold [Service]: Surface candidates with no status movement for too long - stuck in Review Application or parked in Move to Under Consideration - so a recruiter revives the strong ones instead of letting a full pipeline quietly go stale.

Data tables

Job Profile - The requisition. One per open role; carries the title, job number, number of openings, department, location, hiring manager, recruiter, the approval folder, and the posting dates. Read via the iCIMS REST API jobs resource.
Recruiting Workflow - The recruit-to-hire case record. One per candidate-per-job (applicantworkflow); carries status, baseprofile (job), associatedprofile (person), source, and the offer fields (offeramount, offerdate, offerexpiration, proposedstartdate, acceptdeclinedate). Read via the iCIMS REST API applicantworkflows resource.
Workflow Status History - The status-transition event source for mining. Each Workflow Status Change carries the new status, the prior status, the job, the person, and who made the change - one row per status move, with its timestamp. This is the primary event log for the recruit-to-hire funnel.
Offer - The offer extended on a recruiting workflow. The offer detail (amount, dates, proposed start, accept/decline) is carried on the applicant workflow offer fields and drives the Offer Extended / Accepted / Declined transitions.
Scheduled Interview - An interview scheduled on a recruiting workflow, with the interviewers, the interview type, and the scheduled time. Interview scheduling and completion are event markers in the funnel.
Person Profile - The new hire's person profile - the candidate record promoted to an employee, carrying identity, contact, job, and start details referenced by the workflow.

Recruitment (RECRUIT)

Job postings, applications, hiring workflow

Activities

Open Requisition - Job Profile created; Job Folder enters Pending Approval. From Job Profile 'folder' field (Job Profile data model).
Approve Requisition - Job Profile folder changes to Approved. From Job Profile 'folder' field.
Post Job - Requisition posted to a career portal / job board; jobpoststart reached. From Job Profile 'jobpoststart' and the Job Posting resource.
Submit Application - Recruiting Workflow created linking Person Profile to Job Profile; first submittalstatuslog entry (e.g. External Portal). Case start.
Source Candidate - Workflow created with sourceorigin of Recruiter Submission / Referral / Import (not a self submission). From Recruiting Workflow 'sourceorigin' field.
Review Application - Workflow status changes to Reviewed. From submittalstatuslog status history.
Complete Assessment - Assessment / screening result recorded on the workflow. From the Recruiting Workflow assessment-results nested field group.
Schedule Interview - Workflow status changes to Interview Scheduled. From submittalstatuslog.
Complete Interview - Workflow status changes to Interview Completed. From submittalstatuslog.
Request Offer - Workflow status changes to Offer Requested. From submittalstatuslog.
Extend Offer - Workflow status changes to Offer Extended; offerdate set. From submittalstatuslog and Recruiting Workflow 'offerdate'.
Confirm Proposed Start Date - Proposed start date agreed on the offer. From Recruiting Workflow 'proposedstartdate' field.
Accept Offer - Workflow status changes to Offer Accepted; acceptdeclinedate set. From submittalstatuslog and Recruiting Workflow 'acceptdeclinedate'.
Decline Offer - Workflow status changes to Offer Declined/Rejected; acceptdeclinedate set. From submittalstatuslog.
Start Onboarding - Workflow status changes to Start Onboarding (hire; handoff to iCIMS Onboard). From submittalstatuslog.
Reject Candidate - Workflow moves to a Rejected-bin status with a disposition reason. From submittalstatuslog and the status Bin (lists.status.submit).
Withdraw Application - Candidate withdraws; workflow moves to a withdrawn status. From submittalstatuslog status history.

Case attributes

Department (string) - Department on the Job Profile (department).
Disposition Reason (string) - Reason recorded when a workflow is moved to a Rejected status.
Job Title (string) - Title of the requisition (Job Profile jobtitle).
Location (string) - Job location on the Job Profile (joblocation).
Source (string) - Origin channel the candidate came from (source).
Source Origin (string) - How the application was submitted (sourceorigin).
Applicant Workflow ID (string) - Recruiting Workflow (applicantworkflows) system id - the application case id.
Candidate Name (string) - Associated Person Profile on the workflow (associatedprofile).
Requisition ID (string) - Job Profile id the application is attached to (baseprofile jobid).
Number of Openings (integer) - Openings on the requisition (numberofpositions).
Hiring Manager (string) - Hiring manager on the Job Profile (hiringmanager).
Recruiter (string) - Recruiter who owns the requisition (recruiter).
Status Bin (string) - Folder/bin the current status rolls up to (lists.status.submit).
Workflow Status (string) - Current recruiting workflow status.
Accept/Decline Date (datetime) - Date the offer was accepted or declined (acceptdeclinedate).
Applied Date (datetime) - First submittalstatuslog timestamp - when the workflow was created.
Offer Date (datetime) - Date the offer was extended (offerdate).
Proposed Start Date (datetime) - Proposed start date on the offer (proposedstartdate).

Process-mining benefits (historical)

Where candidates wait between stages [Efficiency]: See the real time candidates spend between each recruiting stage - applied to reviewed, reviewed to interview, interview to offer - and which handoffs sit longest. The stages that quietly add days become the ones you fix first, instead of guessing where the pipeline drags.
Time to fill by requisition and recruiter [Service]: Compare how long it takes to go from an opened requisition to an accepted offer across departments, locations, and recruiters. You learn which roles and which desks flow cleanly and which consistently run long, so hiring targets rest on your own history rather than a rule of thumb.
Rework loops in the workflow [Efficiency]: Find applications that bounce backward - reopened after review, re-interviewed, or re-offered - by reading the status history for repeated visits to the same stage. These loops are hidden effort that stretch time to fill, and mining them shows exactly which stages cause the churn.
Where and why candidates drop off [Service]: Trace the workflows that ended in a rejection or a withdrawal and see how far each got before it stopped and what reason was recorded. Whether people are lost right after applying or after a completed interview tells you which point in the journey is leaking talent.
Which sources actually produce hires [Cost]: Follow each source and source origin all the way to an accepted offer, not just to an application. Job boards, referrals, and recruiter submissions rarely convert at the same rate, and seeing the real hire yield by channel shows where sourcing spend is working and where it is wasted.
Offer acceptance and where offers fall through [Efficiency]: Measure how often extended offers are accepted versus declined, how long the accept-or-decline decision takes, and which roles or locations see the most declines. A pattern of late declines after an extended offer is expensive rework you can now quantify and get ahead of.

Process-mining benefits (action)

A daily worklist of applications stuck in a stage [Service]: Each morning, surface applications that have sat in the same status past your threshold with no recent status change, sorted by how long they have waited, so a recruiter moves them before a good candidate goes cold.
Flag reviews waiting on the hiring manager [Efficiency]: Alert on applications sitting in Reviewed or a screening bin waiting for hiring-manager feedback, so the recruiter nudges the right person while the candidate is still engaged instead of losing days to silence.
Chase extended offers awaiting a decision [Service]: Produce a live list of offers that were extended but not yet accepted or declined, sorted by how long they have been open, so recruiting follows up before an offer goes stale and the candidate drifts to another employer.
Watch requisitions aging without an approval or a hire [Efficiency]: Show open requisitions whose Job Folder has been Pending Approval too long, or that have been Approved and posted for weeks with no offer in sight, so leaders unblock approvals and refocus sourcing before the role stalls.
Confirm a disposition reason on every rejection [Compliance]: When a workflow is moved to a Rejected status, check that a disposition reason was actually recorded and flag the ones that were not, so every rejection carries the documented reason that fair-hiring and audit reviews expect.
Confirm the hire handoff to onboarding [Service]: When an application reaches Start Onboarding, verify an onboarding workflow was actually created for that new hire and flag any that were not, so an accepted candidate never falls into the gap between recruiting and their first day.

Data tables

Job Profile - The requisition. One per open role; carries the title, job number, number of openings, department, location, hiring manager, recruiter, the approval folder, and the posting dates. Read via the iCIMS REST API jobs resource.
Recruiting Workflow - The recruit-to-hire case record. One per candidate-per-job (applicantworkflow); carries status, baseprofile (job), associatedprofile (person), source, and the offer fields (offeramount, offerdate, offerexpiration, proposedstartdate, acceptdeclinedate). Read via the iCIMS REST API applicantworkflows resource.
Submittal Status Log - The recruiting workflow status history - one entry per status change, with the status, the timestamp, and the user who made it (100 most recent). This is the primary event source for mining the recruiting flow.
Assessment Result - Screening / assessment outcomes recorded on a recruiting workflow (assessment results, video interview, and tax-credit eligibility nested field groups).
Job Posting - A posting of a requisition to a career portal or job board, with its live window. Marks when a job became visible to applicants.
Person Profile - The new hire's person profile - the candidate record promoted to an employee, carrying identity, contact, job, and start details referenced by the workflow.
Status Bin - The configured bins (folders) that recruiting workflow statuses roll up to - the high-level stages a candidate moves through (New, Under Review, Interview, Offer, Hired, Rejected).

Talent Management (TALENT)

Talent Management encompasses performance reviews, goal setting, competency assessment, succession planning, career development, learning and training management, and talent analytics.

Activities

Source Prospect - A person/candidate profile is created in iCIMS from a sourcing channel; from Candidate/Person Profile RemoteCreatedAt with the Source field set (case start).
Capture Prospect Source - The originating channel is recorded on the prospect; from the Source object (SourceType: job board, referral, agency, event, direct).
Add Prospect to Talent Pool - The prospect is added to a Talent Pool for pipelining; from TalentPoolMember (AddedAt, TalentPoolId, CandidateId).
Tag Prospect - A segmentation label is applied to the prospect; from the Tag object on the candidate (TagName).
Join Talent Community - The prospect opts into a talent community; from a Community Subscription record (Subscribed status, SubscribedDate).
Send Community Confirmation - Automated confirmation email sent on community join; from a Campaign Message send (transactional, SentDate).
Add Prospect to Campaign - The prospect is added to a CXM / Nurture campaign audience; from Campaign Message campaign membership (CampaignId, CandidateId).
Send Campaign Email - A Nurture campaign email is sent to the prospect; from Campaign Message SentDate with Channel=Email.
Send Campaign Text - An SMS is sent via iCIMS text recruiting; from Campaign Message SentDate with Channel=SMS.
Open Campaign Email - The prospect opens a campaign email; from Campaign Message OpenedDate (tracked open).
Click Campaign Link - The prospect clicks a link in a campaign; from Campaign Message ClickedDate (tracked click - a key engagement signal).
Reply to Campaign - The prospect replies/responds to a campaign; from Campaign Message RepliedDate.
Register for Event - The prospect registers for a recruiting event (CXM event management); from an Event Registration record.
Add to Hot Leads List - Behaviour-based rule moves the engaged prospect onto a hot-leads list; from Hot Leads List membership (AddedDate).
Log Recruiter Activity - A recruiter logs a note/call/interaction with the prospect; from the Activity object (ActivityDate, Type).
Invite Prospect to Apply - The recruiter invites the prospect to a specific requisition; from an invite-to-apply Campaign Message / Activity referencing the Job.
Convert Prospect to Applicant - The prospect submits an application against a requisition; from the Application object (CandidateId, JobId, AppliedAt) - the conversion milestone.
Unsubscribe from Community - The prospect opts out; from a Community Subscription opt-out (Unsubscribed status) or a Campaign Message unsubscribe event.
Mark Prospect Do Not Contact - The prospect is made non-contactable; from Candidate CanEmail=false / IsPrivate.
Build Employee Skills Profile - An employee builds/updates a skills profile in the Opportunity Marketplace; from the Employee Skills Profile object (skills, UpdatedAt).
Express Career Interest - The employee records a career interest / job interest; from a Career Interest record in the Opportunity Marketplace.
Receive Job Match Recommendation - AI surfaces an internal job match to the employee; from a Job Match recommendation record (JobId, MatchScore).
Apply to Internal Opportunity - The employee applies to an internal requisition via the marketplace; from the Application object flagged internal (the internal-mobility milestone).

Case attributes

Campaign Channel (string) - Channel of the campaign messages.
Career Interest (string) - Career interest the employee expressed in the marketplace.
Prospect Source (string) - Channel the prospect entered through (Source.SourceType).
Segmentation Tags (string) - Tags applied for CRM segmentation (Tag.TagName).
Prospect ID (string) - Person/Candidate profile identifier - the CRM case id.
Prospect Name (string) - Name of the prospect (person profile).
Emails Opened (integer) - Count of campaign emails the prospect opened.
Emails Sent (integer) - Count of campaign emails sent to the prospect.
Engagement Score (integer) - AI-generated engagement score derived from campaign behaviour.
Links Clicked (integer) - Count of campaign links the prospect clicked.
Match Score (integer) - AI job-match score for an internal opportunity.
Associated Requisition (string) - Job the prospect is invited to / converts on (Application.JobId).
Campaign Name (string) - CXM / Nurture campaign the prospect is enrolled in.
Employee Skills Profile (string) - Marketplace skills profile for an internal employee.
Pool Owner (string) - Recruiter who owns the talent pool (TalentPool.Owner).
Talent Community (string) - Community the prospect subscribed to.
Talent Pool (string) - Talent Pool the prospect is pipelined in (TalentPool.Title).
Can Email (boolean) - Whether the prospect can be emailed (Person Profile contactability flag).
Prospect Status (string) - Lifecycle stage of the prospect in the CRM.
Subscription Status (string) - Community subscription state.
Talent Pool Status (string) - Folder/status of the pool (TalentPool.Folder).
Applied Date (datetime) - Timestamp the prospect converted to an applicant (Application.AppliedAt).
Last Interaction Date (datetime) - Most recent contact with the prospect (Person Profile last-interaction timestamp).

Process-mining benefits (historical)

How long prospects sit in a pool before anyone engages them [Efficiency]: Measure the gap between a prospect being added to a talent pool and the first campaign that actually reaches them. Pools that fill up but never get nurtured are wasted pipeline, and this shows exactly which pools and owners let prospects go cold.
Which nurture paths actually convert prospects to applicants [Service]: Trace the real journeys from Source Prospect through campaigns and engagement to Convert Prospect to Applicant, and compare the paths that end in an application against the ones that stall. You learn which sequence of touches earns a conversion instead of guessing.
Where engagement drops off in a campaign [Efficiency]: Follow the funnel from Send Campaign Email to Open Campaign Email to Click Campaign Link and see where most prospects fall away. The step with the steepest drop is the subject line, send time, or content you fix first.
Which sources feed pools that never pay off [Cost]: Group prospects by Capture Prospect Source and see which channels produce pool members that engage and convert versus which just inflate the database. Sourcing spend can then move toward the channels that actually turn into applicants.
Unsubscribes and do-not-contact leakage [Compliance]: Count how often prospects hit Unsubscribe from Community or Mark Prospect Do Not Contact, and which campaigns preceded them. Over-messaging that burns a community shows up as a pattern instead of a surprise, so cadence can be corrected before the list erodes.
How internal candidates flow through the marketplace [Service]: See how often a Build Employee Skills Profile and Express Career Interest lead to a Receive Job Match Recommendation and an actual Apply to Internal Opportunity. The drop between a match being shown and an internal application tells you whether the marketplace is really moving people or just displaying jobs.

Process-mining benefits (action)

A daily hot-leads worklist of the most engaged prospects [Service]: Every morning, surface the prospects whose recent opens and clicks pushed them onto the hot-leads list, ranked by engagement, so a recruiter logs an activity and invites them to apply while their interest is still warm.
Re-engage pools that have gone quiet [Efficiency]: Flag talent pools where no campaign has gone out in your chosen window, so a recruitment marketer adds those prospects to a fresh campaign before the pipeline goes stale rather than rebuilding it from scratch later.
Welcome new community members on time [Service]: Watch for new Join Talent Community events whose Send Community Confirmation has not fired within your threshold, so the automated welcome is checked and no new subscriber is left with silence on day one.
Suppress do-not-contact prospects before the next send [Compliance]: Keep a live list of prospects who unsubscribed or were marked do-not-contact and confirm they are excluded from every upcoming campaign, so a suppressed contact is never messaged again by mistake.
Chase invited prospects who have not applied [Efficiency]: Produce a live queue of prospects who were sent Invite Prospect to Apply for an open requisition but have not yet converted, so a recruiter follows up before the requisition fills or the prospect loses interest.
Act on fresh internal job matches [Service]: Alert when an employee receives a strong Receive Job Match Recommendation but has not acted, so a talent team member nudges them toward Apply to Internal Opportunity and keeps good people moving inside the company instead of leaving.

Data tables

Application - The application a prospect submits against a requisition - the conversion record that turns a nurtured prospect into an applicant.
Campaign - A CXM / Nurture recruitment-marketing campaign (email or SMS) that nurtures a segment of prospects. Carries the campaign type, channel, status, and audience.
Campaign Message - One message sent to one prospect within a campaign, with delivery and engagement timestamps (sent, opened, clicked, replied, unsubscribed). This is the primary event source for mining the nurture-to-conversion flow.
TalentPool - A talent pool / CRM grouping of candidates (iCIMS Talent Cloud Talent Pool Profile).
Community Subscription - A prospect's subscription to a talent community, with opt-in and opt-out events.
Employee Skills Profile - An internal employee's dynamic skills profile in the Opportunity Marketplace, used for AI job matching and internal mobility.
Recruiter Activity - A logged recruiter interaction with a prospect (note, call, email, meeting) on the person profile activity feed - the manual-touch event source.
Tag - A tag/label applied to a candidate for talent pooling and CRM segmentation
Talent Community - A talent community prospects can subscribe to for ongoing updates and nurture.
TalentPoolMember - Association of a candidate (person) to a talent pool, representing CRM pool membership.
Hot Leads List - A behaviour-based hot-leads list that surfaces the most engaged prospects for recruiter follow-up.
Job Match - An AI-generated match between an employee skills profile and an internal requisition, surfaced in the Opportunity Marketplace.
Person Profile - The new hire's person profile - the candidate record promoted to an employee, carrying identity, contact, job, and start details referenced by the workflow.
Prospect Source - The source / referral that originated a prospect (channel the person entered the talent CRM through).

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