Because they’re vague, too perfect, and contradicted by the interview process or reviews—no proof, no tradeoffs, no trust.

Candidates have pattern recognition: they’ve seen “growth, innovation, great people” everywhere. EVPs feel fake when they’re written like marketing instead of reality—especially when Glassdoor, LinkedIn, or the interview experience sends different signals. Another credibility killer: pretending there are no downsides. Real jobs have friction. The cure is specificity + proof + tradeoffs, and making sure recruiters/managers can deliver the same story consistently. If the EVP is true, candidates should feel it in process: clear role scope, prepared interviewers, consistent expectations, and a close that matches what was promised.