Add fit filters: outcomes, must-haves, and tradeoffs. Make “not for everyone” explicit.

Unqualified volume is usually a clarity problem. Tighten the role outcomes (“You will own X”), list true must-haves (not wish lists), and state the tradeoffs (shift schedule, pace, ambiguity, on-call, travel). Use screening questions aligned to must-haves and include realistic examples of the work. When candidates can accurately predict the job, they self-select out earlier—saving recruiter time and improving pipeline quality. Becoming choosable isn’t about getting more applicants; it’s about attracting the right ones efficiently.