The senior CSM or project manager your agency needs isn't on a job board.
We headhunt senior LATAM customer success managers and project managers already running accounts at other agencies, and hand you three who'd take your call. Agency-trained, EST overlap, C1+ English. Not a job board. Not a marketplace.
The public talent pool is the pool every other agency has already declined.
Public boards have become unworkable for agency owners doing real volume. The signal arrives buried under a week's worth of mass applications.
They deliver enterprise SaaS résumés against agency briefs. The vocabulary mismatches, and the work product never lands the way the brief intended.
Active job seekers leave for the next active offer. The hire that consumed six weeks of your time is gone before they have run a full reporting cycle.
The hours rarely make it onto a P&L, and they almost always exceed what a placement fee would have cost in the first place.
Three steps. You handle only the part that matters.
We ask the questions, draft the role brief, and submit it for your approval. You do not write a job description.
The first vetted profile arrives within seven days, sourced from operators currently employed at agencies in your vertical.
Three vetted candidates within twenty-one days. If none are a fit, the search continues at no additional cost.
The candidates already understand your stack.
Every operator on the shortlist has shipped client work in the tools your vertical depends on. We verify that on a working call, not through a self-rated form.
- Instantly
- Smartlead
- Apollo
- Clay
- Bison
- Lemlist
- Meta Ads
- Google Ads
- TikTok Ads
- Looker Studio
- Triple Whale
- Ahrefs
- SEMrush
- Surfer
- Screaming Frog
- GSC
- Slack
- Notion
- ClickUp
- Loom
- HubSpot
- GoHighLevel
What the senior hire actually owns on day thirty.
Two seats by vertical: the senior CSM owns retention, reporting, and the client relationship. The senior project manager owns timelines, handoffs, and the delivery commitments that keep the work on schedule. Same vetting bar. Different seat.
- Owns campaign performance and the weekly client cadence.
- Runs monthly QBRs anchored on reply rate, meetings booked, and pipeline impact.
- Monitors deliverability and surfaces inbox issues before clients raise them.
- Owns churn prevention: early signals, intervention, save plays.
- Owns sequence build timelines and the campaign launch calendar.
- Coordinates copy review, list build, and deliverability checks against launch dates.
- Runs the weekly internal status across SDR, copy, and ops.
- Tracks sequence health and flags re-launch decisions before churn lands.
- Runs ad account performance calls without a media buyer in the room.
- Presents ROAS, CAC, and creative test results in client-readable language.
- Coordinates with media buyers on next-test priorities and budget shifts.
- Handles client escalations when spend goes sideways and the call has to happen today.
- Owns campaign launch timelines across strategy, creative, media, and reporting.
- Coordinates handoffs from brief to creative to launch without dropped deliverables.
- Runs the weekly internal sync and tracks creative refresh cadence.
- Holds budget pacing, deliverable status, and capacity in one place.
- Runs the monthly reporting cadence: rankings, traffic, conversions, content delivered.
- Manages client communication on rankings volatility without setting off a panic.
- Translates algorithm shifts into a plan the client can sign off on.
- Owns retention conversations when results take longer than expected.
- Owns the content calendar and the link-build cadence across writers, editors, and dev.
- Coordinates on-page rollouts, redirect maps, and migration timelines.
- Tracks deliverable status across multiple clients and surfaces blockers weekly.
- Holds the sprint plan against monthly retainer commitments.
- Coordinates multi-channel reporting across paid, organic, email, and creative.
- Manages fifteen to twenty active accounts at varying retainer tiers.
- Runs cross-functional coordination across strategy, creative, media, and account.
- Is the one name on the client's contact card when something breaks at 4pm Friday.
- Owns project timelines across the full account portfolio.
- Runs sprint planning, capacity allocation, and weekly cross-team sync.
- Tracks deliverables, deadlines, and scope creep before any of it costs the retainer.
- Coordinates handoffs across strategy, creative, media, and account leads.
Everything required. Nothing surplus.
Ninety-day replacement guarantee
If the hire does not work out within the first ninety days, we run the replacement search at no additional cost.
Seven-day first-profile target
The first vetted candidate is typically in your inbox within seven days. If we have not delivered a candidate and you choose to stop the search, up to 50% of the deposit is refunded.
Operator-level vetting
Every candidate has been interviewed on a working call. Not a screening form, an actual conversation about the work.
Custom role brief
Drafted from your intake call. You approve the brief rather than author it.
Salary benchmarking report
What this role pays in Medellín, Buenos Aires, Mexico City, and Bogotá, so the offer is anchored to the local senior tier.
Contract and payment walkthrough
The contractor agreement, plus a guided setup of Deel, Wise, or Payoneer for international payment.
The placement fee returns its cost by week six.
We hold a strict view on fit.
- Agencies past the founder-led account management phase.
- Owners hiring senior CSM or senior project manager #1, #2, or #3. A real seat, not a virtual assistant.
- Teams that already know what good client management looks like.
- Operators who would rather pay for one right hire than rerun a search.
- Anyone tired of LinkedIn applicants who have never run a QBR.
- SaaS, ecommerce, or product companies.
- Pre-revenue or pre-product-market-fit teams.
- Owners optimizing for the cheapest possible hire.
- Anyone who wants a stack of job-board applicants to choose from.
- Roles that need to be in a US time zone past 6pm EST.
Not a recruiter. An operator who hires this role daily.
Born and raised in Miami. Lived in New York. Eight years inside agencies in both cities, the kind of education that cannot be substituted. NYC shops with enterprise brands; one of them was acquired. Miami performance teams running hundreds of accounts. Cold email and lead-gen shops, full-service shops, niche specialist teams. I have worked the seat, managed the seat, and now lead the people in it.
I have trained customer success managers from zero into seniors who own multi-million-dollar books. Operators who had never run a client call became the people clients ask for by name. I have built customer success and strategy teams from the ground up, hired across LATAM at every level, and learned which traits actually predict who stays and who churns.
The thesis is straightforward. Job boards return the candidates who are actively looking, which is rarely the candidates worth hiring. The good operators are already employed at another agency, doing the exact role you are trying to fill. Reaching them requires a different motion, and most agency owners do not have the time to run it themselves.
Vela is that motion. We headhunt the operators who are not on Indeed, not on LinkedIn Jobs, and not replying to recruiters. We speak to them as operators, because we are operators, and we deliver three candidates who are genuinely interested in your specific agency.
Flat fee. No retainer games. No recruiter theater. The candidates you would have hired yourself, had you the time to find them.
For the seats below senior, we run a separate motion: an active LATAM bench, vetted on the same working call. Different price, different speed, same bar. Vela · Junior →
The second search takes half the time.
By the time you hire your second senior operator, we already have your brief, your vetting criteria, your candidate type, and a warm bench. The first search runs twenty-one days. The second runs ten. The third, faster still. The relationship compounds, and so do the savings.
Your next CSM or project manager is already working at another agency.
One thousand dollars to begin the search. Three vetted candidates within twenty-one days. Five thousand on hire. A ninety-day replacement guarantee included.
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