It drives better self-selection and sharper role fit—attracting people who want this work, not “a job.”

Quality improves when the market understands the real work, standards, and tradeoffs—so the right people lean in and the wrong people opt out. Employer brand raises quality by clarifying the role outcomes, how success is measured, what the team values in practice, and what kind of person thrives. That reduces noise in the applicant pool and increases the percentage of candidates who match both skills and environment. It also helps interviewers assess consistently because the brand provides shared criteria and proof points that map to performance.