All Case Studies
DeepTech Partner
Practitioner-led cyber intelligence, now inside AI tools
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locations:
- US
Overview
Two decades of guiding CISOs, and a new chapter
For more than two decades, IANS has helped CISOs and their teams make faster, better-informed security decisions, drawing on a Faculty network of 170+ active practitioners. In July 2026 it launched the first cybersecurity MCP server, putting that practitioner-validated intelligence directly into the AI tools security teams already work in.
The launch marked a new era for IANS and a period of real change across the business. With a clear people plan in place, IANS needed to hire across sales, research and technology, and to build hiring foundations that could keep up. They partnered with Bond to embed a Talent Partner who could do both.
Overview
Patching the process first
Before Bond, hiring sat with the CPO and one Talent Partner, supported by a 3-person HR team. There were no job description templates, Greenhouse wasn’t set up to scale, and the business had a lot of change ahead of it.
Bond embedded and agreed five priorities to get IANS ready to scale:
- Pipeline visibility: reporting that shows where every candidate sits and who owns the next step.
- Consistent interviewing: one interview structure and a 24-hour feedback standard across every team.
- Joined-up onboarding: a shared process taking new starters from offer to day one across HR, IT and Finance.
- Employer brand: a plan for telling the story of the new IANS to candidates.
From go-to-market to agentic engineering
With the groundwork in place, Bond moved into delivery, hiring across go-to-market, research, technology and a foundational sales team. The biggest search was for cybersecurity experts to support a vendor intelligence platform launch, a cross-functional brief that meant working closely with IANS’ senior leadership.
Hiring covered:
- Solutions Engineering (4 roles)
- Agentic Engineer
- Research, Engineering, AI Technology and Product
- Sales Operations, Business Operations and Marketing
A hiring resource center built to last
Alongside delivery, Bond turned stakeholder feedback into tools the IANS team now owns. With the business going through so much change, it was the right moment to rebuild how hiring works.
- Hiring Resource Center: one SharePoint hub for every hiring guide, template and training.
- Interview training: recorded training, scorecards and a 24-hour feedback standard for every panel.
- Greenhouse optimisation: job templates, offer templates and self-scheduling workflows.
- Pipeline reporting: daily and weekly views of every open role and stalled candidate.
Candidate experience: clear, consistent updates at every stage. - Onboarding: new-hire checklists and joined-up handoffs from offer to day one.
- Employer brand and EVP: EVP foundations, employer brand video, social campaigns and referral promotion.
- VID recruiting model: playbooks, prescreening and automated scheduling for a new kind of hire.
Results
- 26 hires across 9 departments, including 5 contract roles
- 16-day average time to hire and 12-day average time to offer
- $479,664 saved against agency fees
- 8 hires in August, the busiest month, with time to hire holding at 16 days
- 3 internal promotions and transfers supported
