Treat claims like product promises: require proof, test in-market, and verify in the interview experience.

Validation has three layers. 1) Proof check: For each claim, collect evidence (metrics, artifacts, repeatable stories, manager behaviors). If you can’t prove it, reword or drop it. 2) Market test: Put the messaging into job posts and outreach and track conversion lifts (reply rate, apply quality, interview continuation). 3) Experience test: Ensure candidates feel the claim during process—prepared interviews, clear role scope, consistent talk tracks, and a close that matches the promise. If the claim doesn’t show up in the experience, candidates won’t trust it. Validation is about becoming choosable through credibility—making the decision low-risk for the right people.