Look at real decisions: why they apply, why they drop, why they accept/decline—then segment by role.

Don’t guess. Start with decision data: outreach reply reasons, screening drop-off, interview decline notes, offer accept/decline reasons, and early attrition drivers. Pair that with role-segmented interviews (recent hires, strong candidates who declined, and hiring managers) to capture what candidates were optimizing for: growth, autonomy, stability, pay, flexibility, mission, manager, tech, schedule, etc. Then separate “nice-to-have” from “deal-breakers” by asking: What would make you say yes faster? What would make you walk away? The output should be a ranked list of decision criteria by role family—so you can become more choosable to the right people, not broadly appealing to everyone.