Before strategy,
comes clarity.
The Attraction Diagnostic is our paid evidence pass across narrative, channels, candidate experience, and credibility governance — so the scope you invest in is grounded in reality, not assumptions.
No public-facing claim goes live without tier, scope, and proof.
What this gives you
A decision-ready view of what's working and what's breaking
Claims mapped against what can actually be defended
Candidate friction identified before you spend more
Sequenced priorities — not a list of everything to fix
The full attraction system.
We look at the full attraction system — not just messaging — and isolate where drift, friction, or ungoverned claims are costing you conversion.
Narrative & messaging consistency
EVP credibility + proof points
Careers site + job content (structure, clarity, conversion)
Candidate experience audit (apply → offer)
Channel performance assessment (paid + organic)
AI visibility scan (what candidates and engines can infer today)
Metrics baseline (core funnel + decision points)
Claim evidence mapping (what's true, where it's true, what supports it)
What you get at the end.
You leave with a decision-ready view of what's working, what's breaking, and what to fix first — plus the governance foundation to keep it from drifting again.
System Snapshot
Baseline view of the attraction funnel with key failure points flagged.
Claim Map
Core employer claims in-market with truth tier + scope gaps identified.
Evidence Inventory
What proof exists today vs. what's missing to make claims defensible.
Channel Reality Check
Where spend and effort are going vs. what's producing qualified movement.
Candidate Journey Friction Map
Where candidates drop and why.
AI Visibility Notes
What engines are likely assembling about you right now.
Prioritized Plan (Now / Next / Later)
Sequenced fixes tied to measurable outcomes.
Governance Recommendations
Ownership, cadence, and QA to keep execution consistent.
What we don't do here.
We don't start with a rebrand.
We don't publish claims we can't defend.
We don't recommend spend changes without conversion visibility.
How the diagnostic runs.
Typical timeline is 2–3 weeks depending on access and complexity.
Intake + access
Align on roles, goals, constraints. Collect minimum inputs.
Evidence pass
Review touchpoints, channels, candidate experience, claim language.
Synthesis + working session
Pressure-test findings, validate assumptions, confirm scope.
Readout + roadmap
Deliver Snapshot, Claim Map, prioritized plan, and next steps.
What we need from you.
We keep inputs lightweight. If you don't have something, we don't stall — we note it as a visibility gap.
Priority roles / role families and hiring goals
Career site URL(s) and job content examples
Channel performance exports (if available)
High-level funnel data (ATS/CRM exports if available)
Current EVP / messaging docs (if they exist)
Candidate feedback signals (reviews, surveys, recruiter notes)
Is this right for you?
Right for you if
You're ready to invest in strategy or execution, but want it grounded in reality.
Spend is rising, conversion isn't, and you can't pinpoint why.
Your story sounds good — but you can't defend it consistently.
Candidate experience is leaking strong talent and you need a diagnosis first.
Not a fit if
You only want creative output without measurement or governance.
You want a 'new EVP' without validating what can be proven.
You're unwilling to examine process friction or internal handoffs.
What happens after the diagnostic.
The diagnostic tells us what to fix first. The next work is building the operating system (EB-OS) that keeps it consistent.
EB-OS Foundation
Governance, standards, templates.
Activation
Channel + content changes tied to baseline metrics.
Cadence + QA
Lightweight rhythm to keep claims and performance aligned.
Common questions.
Ready to get clarity before you spend more?
We'll show you what's working, what's breaking, and what to fix first.