Treat claims like hypotheses: collect evidence from work artifacts, metrics, stories, and consistent behaviors—not slogans.

For each claim (“growth,” “ownership,” “flexibility,” “impact”), ask: What would a skeptic need to see to believe this? Proof sources include: shipping cadence, promotion paths, internal mobility data, learning budgets usage, manager 1:1 practices, decision docs, customer outcomes, incident postmortems, tenure distribution, and “day in the life” specifics. Add story proof (2–3 examples per claim) and artifact proof (screenshots, diagrams, playbooks, metrics). The strongest proof is repeatable: candidates hear it in interviews, see it on the careers site, and experience it in process. If you can’t prove a claim, either reword it to something you can prove—or don’t say it.