Find a role-relevant truth you can prove that competitors can’t credibly claim—then commit to it.

Ownable positioning comes from the intersection of truth, relevance, and exclusivity. Start with internal reality: what work you do, how you operate, what you reward, and what your best people say is different. Then anchor it to priority talent needs: what the right candidates value most (growth, impact, autonomy, stability, craft, mission, etc.). Finally, run the competitive filter: can competitors claim this too? If yes, it’s not ownable. The last step is proof: what evidence makes it believable (examples, metrics, artifacts, consistent behaviors). Ownable doesn’t mean “perfect,” it means “credible and specific enough to be remembered”—which is how you become choosable.