Ship it into outreach + job posts for one priority role, measure conversion weekly, and iterate like a growth experiment.

Pick one priority role family and create 2–3 messaging variants (different hooks/proof emphasis). Deploy them in: recruiter outreach, the top of the job post, and the hiring manager’s opening talk track. Track lifts in reply rate, apply-to-screen, screen-to-interview, and offer acceptance. Add lightweight qual feedback: “What made you take the call?” “What worried you?” Then iterate weekly—swap proof points, tighten specificity, clarify tradeoffs. Fast testing is how you operationalize “becoming choosable”: you don’t debate messaging in a room; you let the market tell you what converts.