Yes. Clear “not for” signals improve self-selection, quality, and retention—making you more choosable to the right people.

Saying who you’re not for is strategic. It prevents misaligned applicants, reduces wasted interviews, and increases the percentage of candidates who thrive after joining. Do it with respectful specificity: “If you need high process and slow change, this won’t fit,” or “If you want narrow scope ownership, this role will feel too broad.” Tie it to your operating reality (pace, autonomy, ambiguity, collaboration style) and back it with proof. The result is a cleaner pipeline, better conversion, and lower early attrition—exactly what “becoming choosable” is about.