Make your priority roles choosable in 30 days.

Give candidates a better reason to choose you than compensation alone.

Choosable OS turns competitive clarity into recruiter and hiring-manager language your team can use immediately, inside the tools you already have. No long discovery. No waiting for a deck. We ship the first priority-role assets early, then build the system your team can actually use.

Fixed price. Fixed deliverables. Fixed timeline.

Choose Your Package
See What You Get

“I love it!  Very interesting comparisons and I love the way you break it down.”
-Direct of Talent Acquisition,
1,200-person company

A Choosable OS makes your decisions easier and give you confidence to take action.

Trusted by teams hiring against bigger names.

What the Choosable Operating System is

An employer brand operating system for priority-role hiring

Most employer brand work stops at alignment, language, or a nice deck.

Choosable OS is different. It is not built to sit in a folder. It is built to show up in the moments that decide whether a candidate keeps moving or quietly disappears.

That means:
  • Recruiter outreach
  • Job posts
  • Career site messaging
  • ATS and CRM templates
  • Social media content
  • Built to work inside your existing recruiting workflow
This is employer brand built for recruiting reality.
Not a six-month process.
Not a redesign.
Not a strategy document nobody uses.

A working system for making priority roles easier to choose.

That is the point of Choosable OS.

Image of a "business growth engine"

The problems it solves

Most teams are not losing priority roles because they lack effort.
They are losing because they lack a usable reason to be chosen.

Not because the team is not trying.
‍
Because when the role is not clearly differentiated, your team cannot consistently answer the question every candidate is actually asking:
‍
‍Why should I choose this role, at this company, right now, over a bigger, safer, better-known alternative?
When that answer is weak, inconsistent, or delayed:
‍
  • recruiters improvise
  • hiring managers tell different versions of the story
  • compensation carries too much of the argument
  • candidates hear the value too late
  • late-stage stalls increase
  • more effort goes in, but confidence does not

Choosable OS solves that by turning your real points of difference into clear, proof-backed language your team can use across the funnel.

What changes in 30 days

What better can look like fast

In the first 30 days, the goal is not a full brand transformation.

The goal is visible progress on the roles that matter most. That usually looks like:
‍
  • recruiters using sharper, more consistent language
  • hiring managers telling a more credible “why us, why now”
  • stronger candidate conversations earlier in the funnel
  • less late-stage drift caused by story gaps
  • clearer proof points showing up in outreach and interviews
  • a team that stops freelancing the message
  • a recruiting function that can show movement, not just effort
Priority roles first.
‍
Visible traction first.
‍
Get the momentum you need for serious impact.
Let's talk about the impact you'll See

What the Choosable OS gives your team

Built to be used, not admired.

Competitive clarity
So you stop sounding like everyone else and leverage your unique advantages.
  • 10-competitor audit of claims, proof, and messaging patterns
  • Clear diagnosis of why talent is choosing others
  • Differentiators your team can actually defend
The AI-ready Brand Brief
Your operating manual for priority-role hiring.
  • The choosability story in plain English
  • Proof your team can use in real candidate conversations
  • Guardrails that keep messaging consistent
  • Prompt-ready structure your team can reuse
Funnel-ready language
Shipped into the moments that decide outcomes.
  • Priority-role job post language that filters on purpose
  • Recruiter outreach templates (email and InMail)
  • Recruiter screen language and candidate FAQ answers
  • Career site copy modules for priority roles, as copy blocks you can paste in
Interview and manager talk tracks
So candidates do not stall late.
  • “Why us, why now” talk track for priority roles
  • Interview proof prompts and story library
  • What to say, what not to promise
Adoption by default
So it sticks without a change-management war.
  • ATS and CRM ready snippets and templates
  • A 30-day rollout plan for priority roles first
  • Quick-start enablement for recruiters and hiring managers
The Scoreboard
So progress is visible in 30 days.
  • One outcome you choose at kickoff
  • Two leading indicators you can move in 30 days
It is a process designed to make you look like a strategic, forward-thinking leader to your exec team. One you can implement with confidence.
Ready to be more choosable?

How it works

What happens after you say yes?

Simple, fast, visible. This isn’t art. It’s an advantage you can use.
‍
See Package Options
Week 1-3: Clarity and first assets
We audit the landscape, identify the real points of difference, and ship the first priority-role assets immediately.
‍
Weeks 4-6: Operational language
We turn the story into job post language, outreach, recruiter screens, hiring-manager talk tracks, proof stories, and candidate FAQ answers.

Weeks 6+: Adoption and launch
We load the language into the tools and workflows your team already uses, enable recruiters and hiring managers, and launch with a 30-day rollout plan.
Why this is different

This is not a traditional employer brand project.

Traditional EVP and employer brand work often produces useful thinking.

It just does not always produce usable hiring language fast enough to matter.

Choosable OS is built differently.
Not a long discovery phase
The work is not finished when the strategy slides are done. The work is finished when recruiters and hiring managers can actually use the language.
Not a deck-dependent engagement
The work is not finished when the strategy slides are done. The work is finished when recruiters and hiring managers can actually use the language.
Schematic of a recruiting engine with parts labeled Social Media, CRM and Video
Not a recruitment marketing campaign
Campaigns can drive attention. They do not automatically create a coherent reason to choose the role.
Not a generic AI rewrite
AI can speed up production, but it cannot invent differentiation. Choosable OS gives your team the real inputs worth scaling.
Not another tool rollout
This enhances the ATS, CRM, career site, and workflows you already have.
This is the difference:
Most employer brand work helps teams sound "good."

Choosable OS helps candidates choose.

Your C-Suite isn't looking for more enthusiasm or vague promises.

They want outcomes.

Immemdiate Wins
  • Clearer and more compelling recruitment messaging
  • Alignment between TA, Marketing and Comms
  • Battlecards for your top competitors to help your team recruit more effectively
Long-term Wins
  • Higher-quality applicants
  • Increase offer acceptance rate
  • Lowered attrition rate
Build the Executive Business Case

Same core system.
Different depth, speed, and support.

Built to be used, not admired.


Priority Role Sprint Pack

Most Popular

Choosable OS
Full Build


Choosable OS Performance

Best For When:
You need a fast, visible win on one priority role area
You want the full operating system installed and working
You want the outcome,
not a deliverable
Timeline
1 week
3-6 weeks
Ongoing support
(built around a 30-day rollout)
Scope
One role family
(or one role cluster)
Priority roles first,
then scale
Priority roles first, plus implementation support
Competitive Clarity
Competitive cut for your role family
Full 10-competitor audit
Full 10-competitor audit
AI-ready Brand Brief
Role-specific brief
Full brief +
structure for reuse
Full brief +
structure for reuse
Proof Bank
For that role family
Full proof bank
Full proof bank,
plus ongoing expansion
Outreach Templates
Yes
Yes
Yes, plus iteration support
Job Post Language
Yes
Yes
Yes, plus iteration support
Career Site Copy Recommendations
Yes
Yes
Yes, plus iteration support
Branded Social Content
5 LinkedIn posts
5 LI "open role" posts
10 LinkedIn posts
5 LI "open role" posts
10 LinkedIn posts
5 LI "open role" posts
plus iteration support
ATS Automated Messaging
Yes
Yes
Yes, plus iteration support
CRM-ready Outreach Examples and Templates
Yes
Yes
Yes, plus iteration support
30-day Rollout Plan
Light version
Full rollout plan
Full rollout plan
+ execution support
Implementation Support
Handoff + quick start guide
Handoff + quick start guide
+ 1 hour Q&A
Ongoing implementation and adoption support
Guarantee
No
No
Yes
(scoped outcome
+ predefined commitments)
Price
$9,000
$20,000
$39,000

You cannot outspend them.
So out-clarify them.

You win by being specific, provable, and repeatable.

‍Perfectly structured for growing companies competing against household-name employers.
We help you win priority roles without trying to outspend anyone.
FAQs

Forget what you think you know about employer branding. This is direct, fast, actionable, and designed to help you grow your company.

Do we need to change our career site?
No. We can ship role-level copy modules that fit what you already have.
Will this work if we do not have a formal EVP?
Yes. Choosable OS is built to create usable differentiation for priority-role hiring, whether or not you have ever attempted an EVP project.
How much time does this take from my team?
Low lift. We work from the systems and touchpoints you already use. We need access, feedback, and real usage, not endless meetings.
What if our recruiters are all saying different things right now?
That is exactly the kind of problem this solves. The system is built to create one usable story people can actually repeat.
Is this only for one role?
The Launch Pack is. Full Build and Performance are designed to create a system you can expand across all roles, starting with your top priorities.
What if we do not have enough proof stories yet?
We work with what is already true and usable now, then create a plan to collect stronger proof over time.
How is this different from using AI to rewrite our job posts?
AI can accelerate output. It cannot create differentiation on its own. Choosable OS gives your team the inputs, proof, and guardrails that make AI output worth using.

This is a fit if:

  • Priority roles are slowing company growth.
  • Compensation is doing too much of the work.
  • Recruiters and hiring managers are telling different versions of the story.
  • Candidates get interested, then stall late.
  • You need visible progress faster than a traditional employer brand process can deliver.
  • You want something leadership can understand and support.

This isn't a fit if:

  • You want a long discovery process with lots of meetings.
  • You cannot commit to using the language in the funnel.
  • You need a committee to approve every sentence.
  • You are looking for a broad awareness campaign, not a recruiting system.
  • You want a strategy deck more than working assets.

Modern Talent Challenges We Help You Overcome

Click each challenge to learn how we can help.

Or see our entire list of impacts you can see and feel.
"We keep losing the political fight because we can’t translate this work into executive language."
"I'm trying to fill critical roles with structurally insufficient pipelines."
"Anything that requires new tools or heavy change management won’t get adopted."
"Every 'employer brand project' turns into a drifting science experiment."
"Our funnel is an absolute messaging free-for-all."
"I can’t get leadership to treat talent as a growth lever, only a cost to be contained."
"I don’t actually know why you’re losing candidates. I just know that I am."
"We’re fighting bigger, sexier brands on both brand and comp, and losing on both fronts."
"My career stakes are sky-high, and that anxiety shapes every decision."
"Internal faith collapses when results take too long to show."

Fast isn't a shortcut.
It's risk-reduction.

When your credibility is on the line, a six-month brand process is dangerous. That’s why EBL is productized, fixed-price, and fast. You’re not buying bespoke theater. You’re buying a system built to be used in the wild.
‍
Timelines and Process
How this lowers risk
FAQs

Forget what you think you know about employer branding. This is direct, fast, actionable, and obviously impactful.

What do you mean by priority roles?
Roles that directly drive growth or create risk when they sit open. Most teams start with 1 role family or 3 to 5 roles.
Will we need new tools or tech?
No. Choosable OS ships into the tools, tech and tactics you already use, making them more effective.
Do we need a career site redesign?
No. You get priority-role copy modules you can paste in without rebuilding the site.
What if we do not have strong proof stories yet?
We start with what you can prove now, then build a plan to collect better proof as you go.
How much time will this take from my team?
Low lift. A few short sessions for you, potentially one discovery session for 10 people, and a Q&A session to ensure adoption.
Can we start small?
Yes. The Launch Pack is built for a fast first win.

Right-sized for your reality

We're are designed specifically to serve
  • TA leaders at growing companies between 200 and 2,000 employees
  • competing against bigger, louder brands
  • hiring high-impact roles in tight markets
  • who want clraarity, speed, and usable strategy, not a bumper sticker
Are we a good fit for each other?

Want to see if your priority roles are choosable?

Bring one priority role family. Leave with a clear read on what is costing you candidates and what would change in 30 days.
No prep required. Fixed scope. Clear next step.
Let's book some time to discuss

Ready to chat?

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The cheapest way to fix your pipeline is to stop sounding like everyone else.

Every product feature, innovation, and advancement, every marketing campaign and sale, every successful installation and delivery, every effective support call, even your billing. It all came from one place: You and your team.

You need an employer brand that doesn't put lipstick on the pig.
You need one that gets you your seat at the table.
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