Fewer misfit interviews, fewer repeats, faster alignment—so managers spend less time selling and re-explaining.

Managers lose time when candidates enter process misaligned or unconvinced. Employer brand fixes that by improving self-selection, clarifying role outcomes up front, and giving managers a simple, consistent narrative to use in interviews. It also reduces “re-litigating” basics—because candidates already understand the story and come with informed questions. When the team shares a common message and criteria, interviews are tighter, debriefs are faster, and you need fewer rounds to reach a confident decision.