It gives recruiters a sharper “why you” + proof, so messages feel relevant and believable—not generic spam.

Response rates rise when outreach stops sounding like every other recruiter message. Employer brand improves sourcing by giving recruiters: (1) a clear position (why this company/role is worth switching for), (2) proof points (real outcomes, team wins, growth paths, ways of working), and (3) role-specific hooks (what they’ll build/own/learn). Pair that with better targeting and a tighter first line (problem + impact), and candidates respond because it feels like a real opportunity—not a copied template. It also helps objection handling (pay, remote, stability, manager, scope) so conversations don’t die after the first reply.