All Case Studies
DeepTech Partner
Keeping heavy equipment moving
0
key hires
0
days av time to hire
$
0
K
saved vs agency fees
locations:
- US
Overview
The software behind the heavy equipment industry
VitalEdge builds the ERP and dealer management systems that equipment dealerships run on, from construction machinery to heavy equipment. When a dealer’s parts, service and sales all sit in one platform, VitalEdge is the software keeping it moving.
In early 2026, a new CPO set out to rebuild the People function. Instead of one person per region covering people experience and talent acquisition together, TA would be organised globally around departments and skill sets. That meant integrating existing processes, starting new ones, choosing an ATS and hiring quickly while it all took shape.
North America needed a dedicated Talent Partner to carry that load, so VitalEdge partnered with Bond.
testimonial
Breaking ground on a new talent function
Bond embedded one Talent Partner in the Waltham office in February 2026, on a six-month partnership. For North America, Bond was the talent function, working alongside the Head of Talent, a TP and the L&D and culture lead.
Before Bond there was a single recruiter who had been covering the whole US, no ATS and no standard process. The brief was twofold: hire across every part of the business, and leave behind a hiring process the global team could own.
Bond was truly embedded! Our TP even joined the team’s ski trip in week one, which strengethened relationships and made the conversations with hiring managers that followed far easier.
Hiring from a very small pool
Roles spanned corporate and software teams, from software engineers to a VP of Sales and a Director of AI and Transformation. Many required experience in dealerships or heavy equipment, which made for some tight markets.
- Industry-specific profiles: For some searches, market mapping showed only 42 people with the right skill set. Sharing that data with hiring managers set realistic expectations early.
- Headhunting over advertising: Niche roles were filled through direct sourcing and headhunting rather than waiting on applications.
- Hiring manager alignment: CV review sessions and joint sourcing sessions with hiring managers halved the number of CVs needed per hire.
Across the engagement, two-thirds of in-process rejections came down to technical skill set and a quarter to industry experience, which shows how specific the hiring bar was.
A blueprint the team could keep
Alongside delivery, Bond led the groundwork for a global TA process.
- TA survey: Mapped the current state of global TA and what the team needed next, which became the basis for the ATS business case.
- ATS assessment: Compared ATS options and built the business case for investment.
- Process mapping: Audited the India team’s hiring process step by step and compared it with North America, leading to an agreed global process with SLAs and escalation points.
- Process redesign: A new end-to-end process, from intake to onboarding, rolled out with every hiring manager.
- Hiring manager training: Sessions on communication and rebuilding working relationships between hiring teams and TA.
- Hiring Resource Center: A SharePoint hub with the recruitment guide, sourcing templates, email and offer templates, a candidate communication library, hiring manager guides and more.
Teams joining VitalEdge through acquisition were brought into the process early. Their feedback shaped the design, so the new process felt like theirs too.
Together we achieved:
- 41 hires across every business function
- 14-day average time to hire, against a 30-day industry average
- 1 declined offer across the whole engagement
- $915K saved compared with expected agency fees
