Baseline by role, ship new messaging/close playbook, then compare accept rates pre/post (and against a control group if possible).

Treat it like an experiment. Establish a baseline offer acceptance rate for priority roles over the last 3–6 months. Implement changes that directly affect acceptance: consistent close narrative, proof points, manager talk tracks, and expectation clarity. Then measure acceptance rate over the next hiring cycles and compare to baseline. If possible, use a control role/team that didn’t adopt the new assets yet. Track leading indicators too: fewer “need more time” stalls, fewer late-stage drop-offs, and fewer declines citing uncertainty or role mismatch.