Clarify what’s changing and what isn’t; align leaders on a consistent narrative and proof, then ship it into hiring.

Leadership changes create uncertainty, which hurts conversion. Quickly align on: strategy, operating principles, and what candidates should expect from leadership behavior. Replace vague “new chapter” language with specific truths and proof (decision cadence, priorities, investment areas). Update recruiter and manager talk tracks so candidates don’t hear conflicting stories. Watch offer declines and “uncertainty” objections—then tighten proof and expectations. Being choosable during leadership change is mostly about credibility and consistency.