Enough to choose a position and prove it: employee truth + candidate insight + competitor scan, then ship.

Minimum research should answer three questions: (1) What’s true here? (employee interviews + artifacts), (2) What does the talent market believe/need? (candidate signals, recruiter learnings, funnel data), and (3) What are competitors claiming? (audit their messaging and proof). You don’t need a massive study to become choosable. You need clarity and evidence you can operationalize. Start with priority roles, gather proof fast, ship messaging into workflows, and iterate based on conversion data (reply/apply/accept). Research exists to reduce guesswork and make the brand usable—not to create a perfect deck.