Bake it into workflow: templates, talk tracks, training, owners, and metrics—not a brand book.

Treat employer brand like a go-to-market system, not a document. Turn the strategy into assets people must use: job post templates, outreach sequences, recruiter and manager talk tracks, interview guides, and a closing narrative. Assign owners (TA + hiring leaders), train teams, and build simple QA (spot checks on messages, interview consistency). Then measure the funnel and refresh proof points quarterly. If it lives in workflow and metrics, it won’t die in a deck.