How do you get leadership buy-in for employer brand?

Frame it in the language leaders already use: cost-per-hire, time-to-fill, offer-acceptance, quality of hire, retention and the revenue risk of unfilled critical roles. Quantify the current pain, show what a stronger brand could recover, and benchmark against the competitors you lose people to, so the gap feels concrete. Connect it to business strategy, because growth plans need talent, rather than presenting it as a communications nicety. This works because leaders fund risk reduction and growth, not slogans. The pitfall is leading with creative mock-ups and brand theory; win the argument on outcomes and evidence first, then let the creative demonstrate how you will get there.