Define a few usable proxies (pass-through, ramp, 90/180-day outcomes). Quality is slower, so track leading and lagging signals.

Quality is the hardest metric because it lags and definitions vary. Pick proxies you can measure consistently: hiring manager “meets bar” rate, pass-through rates (screen→onsite→offer), ramp time (to quota/productivity), performance at 90/180 days, and early retention. Employer brand should improve quality through better self-selection and clearer expectations, so you may see fewer late-stage rejects and fewer early exits first. If you can connect improved funnel precision to better early performance/retention over time, that’s strong evidence your employer brand is driving growth, not vibes.