Our Result

In 2 weeks, we sourced, screened, and helped hire a Head of Video Production. Two candidates presented, one hired. The right person found us through inbound the moment the role went live.

WEEK 1

Role briefed and posted. Inbound started coming in almost immediately.

WEEKS 1-2

2 candidates screened and shortlisted. The strongest one moved through in days.

WEEK 2

Head of Video Production hired 🚀

The Starting Point

Alevia needed a Head of Video Production who could own the full video creative function. Not an editor. Not a producer. A leader who could shape strategy, run production, and set the standard for what shipped. The role went live and, unusually, we didn't need a big outbound campaign to fill it. The right candidate came in through inbound within days, and we moved fast to lock him in before someone else did.

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.

Selling Points

Real ownership of the video creative function end-to-end
Working with a fast-moving DTC brand
Remote setup with flexible hours
Direct line to the founder team

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Requirements

5+ years leading video production for DTC or performance-focused brands
Hands-on with editing, direction, and briefing production teams
Comfortable owning creative strategy, not just execution
Portfolio of scaled video work with real performance behind it

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Skills We Looked For

Leadership plus execution — someone who can direct and edit
Sharp creative instincts for DTC performance video
Systems mindset for building a production pipeline

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Our Winning Approach

Let the inbound do its work

Sometimes the fastest search isn't a big outbound push. It's writing a sharp JD, putting it in the right places, and letting the right candidate find you. That's what happened here. The hire came in through inbound within days of the role going live.

Moved on the strongest candidate immediately

When a strong candidate lands through inbound, the temptation is to keep sourcing "just in case." We resisted that. The first strong profile was screened, presented, and moved through the client's process in days. Two candidates total.

Key Insights That Helped Us Hire The Perfect Candidate

Not every search needs a wide outbound push. When the JD is sharp and the channel is right, inbound can outperform outreach on speed.
A two-candidate shortlist that ends in a hire is a sign the sourcing bar was set correctly from day one.
Speed comes from confidence. When the first candidate is clearly right, moving fast is the job.

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