IU Health

Before Reimbi, IU Health processed candidate reimbursements through a one-time vendor workflow — a process that required candidates to provide significant documentation before any payment could be issued. For physicians and Advanced Practice Providers (APPs) already navigating a complex career decision, the experience created friction before a job offer had even been made.

The timeline compounded the problem. Reimbursements could take many weeks to arrive, with no clear path to resolution when delays occurred. In a market where top clinical talent has options, a slow and confusing reimbursement experience was a liability IU Health couldn't afford.

Candidate feedback made the gaps impossible to ignore. Physicians and APPs routinely flagged how long reimbursements were taking — and many were uncomfortable providing the level of personal information the process required. At the same time, IU Health had limited visibility into what candidate reimbursements were actually costing the organization. There was no easy way to track spend, verify that guidelines were being followed, or identify patterns across recruiting regions. The case for a better solution was clear.

IU Health evaluated a range of reimbursement tools before landing on Reimbi. Three factors put Reimbi at the top: it was built for ease of use on the candidate side, its reimbursement turnaround time was exceptional, and its financial reporting — built-in graphs and exportable data — gave the team immediate visibility into where costs were going. For an organization managing candidate travel across multiple recruiting regions and specialties, that combination of candidate experience and operational clarity was exactly what they needed.

IU Health first connected with Reimbi through its talent acquisition leadership, who recognized that candidate reimbursement deserved the same attention as every other touchpoint in the interview experience.

With Reimbi in place, IU Health built a reimbursement workflow that is proactive, not reactive — candidates know what to expect before they ever board a plane.

When a candidate is confirmed for an on-site visit, they receive a travel email that includes their hotel confirmation, IU Health's reimbursement policy, and a clear explanation that they'll be reimbursed via Reimbi. By the time a physician arrives on campus, the reimbursement process is already understood.

On the candidate's final day on-site, the Reimbi invitation goes out — timed so it arrives while the visit is still fresh in mind. Candidates choose their preferred payment method and receive funds without follow-up, without submitting unnecessary information, and without waiting weeks for their funds.

For the talent acquisition coordinator managing the process, the workflow takes seconds: a quick entry into Reimbi on the candidate's last day, followed by a well-organized review of submitted expenses. The entire administrative burden of candidate reimbursements has been reduced to a couple of brief, routine steps.

Since deploying Reimbi in January 2025, IU Health's physician recruiting team has handled a high volume of on-site candidate visits without a single reimbursement complaint — and without a single exception routed outside the platform. The experience that used to trail candidates for weeks after their visit now closes cleanly the day they leave.

The insight that drives IU Health's approach is simple: every touchpoint in the interview process shapes a candidate's perception of the organization. Reimbi ensures that the final interview impression — getting reimbursed — is as professional and effortless as everything that came before it.