Another set of actors that would be incentivized in this would be the survey respondents, to say higher counterfactual values of first vs second choices. Saying otherwise could go against their goals of attracting more of the EA talent pool to their positions. The framing of irreplaceability for their staff also tends to lend to the prestige of their organizations and staff.
With limited applicants, especially in very specialized areas, I think there is definitely a case for a high value of first vs. second choice applicant. But I suspect that this set of survey respondents would be biased in the direction of overestimating the counterfactual impact.
Another set of actors that would be incentivized in this would be the survey respondents, to say higher counterfactual values of first vs second choices. Saying otherwise could go against their goals of attracting more of the EA talent pool to their positions. The framing of irreplaceability for their staff also tends to lend to the prestige of their organizations and staff.
With limited applicants, especially in very specialized areas, I think there is definitely a case for a high value of first vs. second choice applicant. But I suspect that this set of survey respondents would be biased in the direction of overestimating the counterfactual impact.