Test 2–3 variants in outreach and job post headers; measure replies, qualified applies, and downstream conversion, not likes.

Pick one role family and create two variants that differ in positioning hook or proof emphasis (e.g., “ownership” vs “growth mechanics”). Deploy in recruiter outreach and the top section of the JD/careers role page. Keep everything else consistent. Measure reply rate, apply-start and qualified apply rate, screen pass-through, and offer acceptance. Use enough volume to avoid noise, and iterate weekly. Market feedback beats internal debate: A/B testing is how you systematically become more choosable.