A hospitality group with four brands needed job descriptions that sounded right and went live fast. We built an AI studio: managers answer five questions, and a checked, approved, on-brand JD publishes itself in twenty minutes.
Typical results
5
Questions per brief
4
Brand voices supported
0
Wording slips once live
Figures reflect typical results for this kind of automation.
The challenge
Every new opening kicked off the same slow dance: a manager emailed HR a rough draft, HR rewrote it, brand marketing rewrote it again. Nine email rounds per JD was typical, publishing took three days, and wording slipped anyway — six non-inclusive phrasings reached live postings in a single quarter, each one a small brand risk.
Before and after
Email rounds per JD
−89%JDs published per month
2.7×Non-inclusive wording slips
−100%The automation
We built a JD studio on Make and OpenAI. A hiring manager answers five questions — role, must-haves, shifts, salary range, brand — and AI drafts the description in that brand's voice from its template library. An automatic inclusive-language check cleans the wording, then the draft routes to brand and HR approvers as a one-tap approval. On sign-off, the JD publishes to the careers site and job boards and the role opens in the ATS.
How it works
- 01
Five questions
The hiring manager answers a short form: role, must-haves, shift pattern, salary range, brand.
- 02
AI drafts in brand voice
OpenAI writes the JD from the answers, using the right brand's tone and template.
- 03
Inclusive-language check
The draft is scanned for biased or exclusionary wording and auto-corrected before anyone reviews it.
- 04
One-tap approval
Brand and HR approvers get the draft with a single approve button; edits loop back instantly.
- 05
Published everywhere
Approved JDs post to the careers site and job boards, and the role opens in the ATS.
Starts from
- Five-question brief
- Brand voice templates
Delivers
- One-tap approvals
- Auto-published posting
- Role opened in the ATS
The impact
A JD now goes from brief to live posting in twenty minutes instead of three days, with email rounds down from nine to one. Monthly publishing capacity jumps from 15 to 40 descriptions, and non-inclusive phrasing stops reaching live postings, because every draft is checked, every time.
Questions about this automation
What does a hiring manager need to fill in?
Five short questions: the role, the must-have requirements, the shift pattern, the salary range and which brand is hiring. From those answers, OpenAI drafts a complete job description using that brand's template and tone, so managers never start from a blank page or copy an outdated posting.
How does the inclusive-language check work?
Every draft is scanned against a list of biased, gendered or exclusionary terms and phrasings before any approver sees it. Flagged wording is replaced with a neutral alternative and highlighted in the draft, so reviewers can see exactly what changed. HR can extend the term list whenever new patterns appear.
Where are approved job descriptions published?
Once both the brand and HR approvers tap approve, the posting goes to the careers site and the connected job boards, and the role opens in the ATS with the same title and details. If an approver asks for changes, the draft loops back to the manager with the comments attached.