Case studies EverBoost
EverBoostEverBoost hired a Retention Strategist for the work, not the résumé.
A founder-led retention agency needed a strategist who would stay. The role came in as a job description. It left as a brief the founder had approved line by line.
Why the hire mattered
EverBoost runs retention and lifecycle marketing for eCommerce and DTC brands. It's founder-led, and the founder was carrying strategy for every account.
The agency needed a Retention Strategist who could take that on and stay. The founder's bar was at least twelve months in the role.
What was unclear at the start
The role arrived as a job description that didn't answer three questions: what the pay band was, what the person would be measured on, and what they could decide without the founder.
It also arrived under a broader title. On February 19, 2026, after the scoping call and a read of the real work, we narrowed it to Retention Strategist. A different role attracts a different person.
What we did
Between February 23 and 27 we built the role profile, the job map, a scorecard, the interview process, and a pay benchmark drawn from five markets. We mapped the company against the 32 Work Drivers so the role would be described in terms of the work.
The founder validated all of it on February 27. Pay band, geography, KPIs, and decision authority were settled before a single candidate was contacted. The contract was signed and the search opened on March 1.
Candidates who reached the final stage did a paid Work Simulation on a real-account brief. We redesigned it in March from an async task to a live session, because the founder needed to see how someone thinks, not just what they submit.
What changed along the way
The early candidate batches were too broad. In April and May the founder asked for a tighter filter on DTC retention experience, and we rewrote the brief rather than keep sending people who fit the old one.
On June 18 the founder chose two finalists. When the first choice didn't come together on pay, the second finalist was already assessed, already simulated, and already a match for the work.
The decision
The offer went out on July 17, 2026 and was accepted on July 20. The new Retention Strategist started on July 23.
The founder approved the role, the pay, the shortlist, and the offer. We ran the work between.
What we don't know yet
The hire has been in the role since July 2026. The founder's own bar for success is twelve months, and the 120-day replacement window runs to late November 2026. We'll update this page when there is something dated to add.