Funnel conversion + cost/time + early retention by priority role family.

The metrics that matter are the ones that move hiring outcomes: view→apply, outreach→reply, apply→screen (quality), screen→interview, interview→offer, offer→accept, time-to-fill, cost per hire (including agency/paid), and 90-day retention/early attrition. Track by priority role family and baseline before changes. Add “message adoption” checks (are recruiters/managers using the assets?) because adoption drives results. If you can’t tie a metric to becoming more choosable (higher preference, lower risk, better conversion), it’s usually noise.