Our Result

In 5 weeks, we placed a Head of CRO with deep testing chops and a portfolio the founder recognized immediately. The client signed the offer enthusiastically. The candidate is just as happy in the role.

The Starting Point

Umaez was building out their growth function and needed a Head of CRO who could lead strategy and execution end-to-end. The brief was specific: senior, hands-on, with real testing numbers behind their name and a portfolio that lined up with their DTC category. We already knew the right operator. We'd spoken to them earlier in the year about a different client where the timing hadn't worked out for either side, and we'd kept the relationship going. When Umaez briefed us, the fit was immediate. Same person. Different brand. Right time.

Our Solution

To attract applicants with the desired qualities, we at Prosana worked closely with our client to come up with selling points, requirements, and skills necessary for this position.

Requirements

Senior CRO leadership at 8-figure+ DTC brands
Track record of revenue uplift through structured testing
Confident with GrowthBook, Hotjar, and Jira-style workflows
Owns research, hypothesis, and execution

‍

Our Winning Approach

Watched the portfolio do the selling

On the first call with the client, the candidate's portfolio included a brand the founder recognized immediately. That moment is the one we always plan for, even though it's never the same brand twice. When a client sees something they already trust on a candidate's CV, the rest of the conversation moves faster.

Used the task to seal it

Umaez's process included a Miro-board assessment that let the candidate show their actual testing strategy and hypothesis building, not just talk about it. The client saw the same depth we'd seen months earlier. That's what closed the offer in under a week.

Key Insights That Helped Us Hire The Perfect Candidate

A talent pool only works if you treat candidates like people. Stay in touch even when there's no role to share. When the right brief lands, the conversation picks up where it left off.
The same candidate can be wrong for one client and exactly right for another. Timing is the variable, not the operator.
The strongest signal of a real placement is mutual relief on both sides. The client felt like they'd found someone built for the role. The candidate felt like they'd finally landed somewhere they wanted to stay. That's the bar, and it's the one to look for in every search.

‍