Bake it into workflow: outreach templates, screens, interview openers, debrief criteria, and close scripts.

Start with the touchpoints that decide outcomes. Use the brief to rewrite: recruiter outreach sequences, screening talk tracks, and the hiring manager’s first 2 minutes. Train interviewers on 3–5 proof points and the key tradeoffs, so messaging stays consistent. Use fit signals to tighten evaluation and reduce mis-hires. Finally, track conversion and iterate: if reply rates rise but offer acceptance doesn’t, your proof/close needs work. The brief is only valuable if it changes daily recruiting behavior and makes you more choosable where it counts.