A consistent story to interview and close: role outcomes, success bar, proof, and how to sell without overpromising.

Hiring managers need clarity and consistency. They should receive: a role narrative (impact + what success looks like), proof-backed differentiators, interview framing (how we work, what we value in practice), and a closing script that reduces risk for candidates. This also includes tradeoffs—what’s hard here and who won’t enjoy it—so they stop selling everyone. The outcome: fewer misfit interviews, faster debriefs, and stronger closes because the manager can clearly articulate why this role is worth choosing.