Re-anchor the story to the new strategy: what we’re building, what talent will own, and why it’s a better bet now.

A major strategy shift changes what candidates are buying. Update your employer brand by rewriting the role narratives around the new priorities: problems, ownership, success outcomes, and growth paths. Retire proof that no longer fits and collect new proof quickly (early wins, new operating rhythms, leadership behaviors). Be honest about transition tradeoffs (ambiguity, pace, change). Then operationalize: update job post modules, outreach hooks, interview talk tracks, and closing narratives. Choosability improves when the market can clearly understand “why now” and trust it.