Our Result

In 6 weeks, we placed two Retention Strategists at No Limit Email - one senior operator to own strategy, one more junior to build execution capacity underneath. Same recruiter across both hires. 16 candidates screened, both seats filled, three weeks apart.

WEEK 1

Both roles briefed. Same recruiter took ownership of both seats. Sourcing kicked off in parallel.

WEEKS 2-4

8 candidates screened for the senior seat. Senior Retention Strategist hired first.

WEEKS 5-6

8 more candidates screened for the second seat. Second Retention Strategist onboarded three weeks after the first 🚀

The Starting Point

No Limit Email is a US retention-focused email marketing agency working with high-growth DTC brands. They came to us needing to build out the retention function properly - not one hire, but two, at different levels. The senior seat needed to own strategy and drive client conversations. The second, more junior seat needed to build execution capacity underneath the senior. Two different profiles, but both had to share the same core DNA: comfortable at agency pace, real client ownership, and the kind of self-starter energy the founders had built the business around.

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

Established US email marketing agency working with real DTC brands
Full ownership of retention strategy end-to-end
Remote, flexible, no corporate process drag
Direct line to founders, no middle layer

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Requirements

3+ years in retention or email marketing for DTC brands
Deep Klaviyo, flow, and segmentation chops
Comfortable on client calls, not just behind the inbox
Strong written communicator

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Our Winning Approach

Kept the same recruiter across both hires

Continuity matters. The same person who ran the senior search also ran the junior search. No handoffs, no dropped context, no re-explaining what the client meant when they said "wired for agency pace." That kept the calibration tight across both hires.

Placed the senior first, then anchored the junior to fit

We placed the senior seat first because that hire shaped the second brief. Once the senior was in seat, we could describe the second role more precisely - what the senior needed backing them up, what execution work they'd offload, what tools and workflows they'd bring. That made the junior search sharper the moment it went live.

Key Insights That Helped Us Hire The Perfect Candidate

Splitting a two-seat search by seniority from day one keeps the shortlist honest. Every candidate has a clear seat to be evaluated for.
Running parallel searches with the same recruiter means calibration doesn't reset with the second hire. What we learned on the first search made the second sharper.
Placing the senior first and anchoring the junior around them is the cleanest way to build a two-person team from one search. The senior's presence tells you exactly what the second person needs to be.

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