Tighten the message, add proof, reduce friction, and test by role family like you’d test a landing page.

Treat the careers site like a performance asset. Improve message clarity (who/why/proof), add role-specific modules, and reduce friction (fewer clicks, faster load, clearer CTAs). Use analytics to see where candidates drop and A/B test key modules: headlines, role promise, proof blocks, and process clarity. Track apply starts, completed applies, and apply-to-screen quality. Being choosable means your site doesn’t just attract visits—it converts the right visitors into applicants.