Do you replace our mission and values?

No. They stay. We build on them with the specifics a candidate needs to make a decision.

Isn't this marketing's job?

Marketing leaders are often great partners here. Customer messaging answers a buyer's question, though, and a candidate's decision involves their income, career and risk. We use what you have and fill that gap.

What if the honest answer is not flattering?

We help you say it well. A clear answer may cost you some candidates. We would rather you lose them before an offer than after a start date.

Your mission says why you exist. Candidates need to know why they should join.

A mission statement speaks to everyone. A proven performer is making one specific decision: whether to leave a secure role for yours. Position builds the case for that decision.

THE LARGER PROBLEM

Keep your mission. Then answer the harder question.

Your mission tells the world what you stand for, and it should stay. But a sales leader with a strong territory and a number they know they can hit is asking something narrower. They want to know whether this move is worth the risk for them.

YOUR MISSION STATEMENT SAYS	THE CANDIDATE IS ASKING
We are improving outcomes for patients.	Is the clinical evidence strong enough for me to stand behind it in an account?
We are building something bold.	How much runway is there, and what happens if the launch slips?
We value our people.	Who would I report to, and what is their record?
We are growing fast.	How was my number built, and who has hit it?

The two gaps we close.

The proof gap

Claims are easy to make and hard to check. We turn yours into evidence a candidate can test: milestones, named investors, your leaders' records and your clinical data.

The consistency gap

The founder describes a launch. The hiring manager describes a territory. The posting describes a job. Each is accurate, but together they raise doubt. We give everyone one story to tell.

WHAT GOES INTO THE POSITIONING BRIEF

A proof bank: every major claim, matched to evidence a candidate can verify.
Straight answers on risk: prepared language on funding, runway and what changes if plans slip.
A shared message guide: what the CEO, hiring manager, recruiter and job posting each say.
Competitive responses: what to say when a candidate is also talking to a bigger name.

WHAT THE RESEARCH SUGGESTS

Candor works because it reads as honesty.

52 studies in one meta-analysis of realistic job previews

What it foundRealistic previews reduce voluntary turnover mainly by raising perceptions that the organization is honest.

The trade-offThe effects are modest, and a realistic picture can make a job look less attractive.

Our interpretationCandor has a cost, and we think it is worth paying.

General workforce research, not specific to life sciences. Sources: Earnest, Allen & Landis, 2011; Graef, 2020.

How the work runs

01SurfaceWe interview the people candidates will meet and collect what each one says today.From you: leaders' time and your existing materials.
02BuildWe test each claim against the questions candidates ask, then write the brief.From you: access to the proof, including data, milestones and plans.
03AlignWe hold a working session with everyone in the process and rehearse the hard questions.From you: the full interview team in one room.

Questions about Position.

Do you replace our mission and values?: No. They stay. We build on them with the specifics a candidate needs to make a decision.
Isn't this marketing's job?: Marketing leaders are often great partners here. Customer messaging answers a buyer's question, though, and a candidate's decision involves their income, career and risk. We use what you have and fill that gap.
What if the honest answer is not flattering?: We help you say it well. A clear answer may cost you some candidates. We would rather you lose them before an offer than after a start date.

You have the case. Now people need to hear it.

See Attract