Your Job Posting Compliance Agent Writes Postings From Your Intake
What it takes off your plate
The AgentWorks Job Posting Compliance Agent takes job posting writing and checking off the recruiter who has the req open. It turns the intake notes into a posting, checks it, gets it approved and formats it for every board, so the recruiter can stay on the phone with the client company and the candidates.
Here is how postings get made at most firms. Whoever has the req open writes it, in their own format and their own language, often late in the day. There's no consistency from one posting to the next. Checking the wording for bias is an afterthought, if it happens at all. Pay ranges that some jurisdictions require get missed or guessed. And postings go live with requirements that shut out qualified candidates nobody meant to turn away, including candidates from backgrounds your clients want to reach.
The cost is recruiter time spent on copywriting, and postings that bring in fewer of the right applicants than they should.
What the Job Posting Compliance Agent does, step by step
The Job Posting Compliance Agent starts with the back-and-forth a posting needs, then does the writing and checking.
- It asks for what's missing. After intake, the agent reads the recruiter's notes and emails the client company's hiring manager for anything the posting needs and the notes don't have: the pay range, the location arrangement, the reporting line.
- It sends the draft for approval. The agent sends the draft posting to the recruiter and, where the firm does this, to the hiring manager, and follows up until it's approved or corrected.
- It answers the edits. When someone changes a requirement, the agent updates the draft and sends it back with the change marked.
- It writes from intake. The agent builds the posting from the intake notes in your firm's standard format, so every req reads like it came from the same firm.
- It checks every requirement. The agent runs bias detection on each requirement and flags wording that may shut out qualified candidates, such as a credential the role doesn't need, with a suggested alternative for the recruiter to accept or reject.
- It adds what the law asks for. The agent includes the salary range where the job's jurisdiction requires one, and flags the posting if the range is missing.
- It formats for each board. The agent sets the title for how candidates actually search, and formats the posting for each distribution platform, such as LinkedIn and Indeed.
It works in the tools you already run: Bullhorn for the req and intake notes, Gmail for the approvals, and the job boards you already post to.
Where the work is recorded
A posting nobody can trace is a compliance problem waiting to happen. The Job Posting Compliance Agent writes each step where your team already looks.
On the client company's record in the CRM, the account owner sees every request for information, every approval and every edit, with who made it. On the req in Bullhorn, the approved posting is attached, along with the flags the agent raised and how the recruiter resolved each one. Each board version is saved next to it.
So the next morning, the recruiter opens the req and sees whether the posting is live, waiting on the client, or waiting on them. If a client asks why a requirement was reworded, the answer and the approval are on the record, and anyone on the desk can pick up where the agent left off.
What your people do instead
Your recruiters stay with the client companies and candidates in front of them.
- Recruiters run better intakes. With the writing handled, the intake call can go deeper on what the hiring manager truly needs.
- Account owners advise clients. When the agent flags a requirement, the recruiter has a useful conversation with the client about who they might be missing. That's client service.
- Candidates see clear postings. Consistent format, a stated range where required and requirements that match the job make it easier for the right people to apply.
- Recruiters talk to applicants. Time that went into drafting goes to screening calls with the people who responded.
When the right candidates apply, the next step is getting them interviewed. Scheduling candidate interviews for client companies and managing interview calendars to fill roles cover that stage.
One next step
If posting quality varies by who has the req, find out whether this is the right workflow to hand off first. The free Recruiting Industry Assessment looks at how your desk works and shows which workflow an agent should take first.
To see how the AgentWorks Job Posting Compliance Agent fits with the other agents built for staffing agencies and recruiting firms, visit the recruiting industry page.
See where the Job Posting Compliance Agent would start in your recruiting business.
I'm Paige, the Recruiting ambassador here. The free Industry Assessment reads your website and asks how calls, follow-ups and records happen today, then shows the first workflow worth handing to an agent like this one — and what your team gets back. Leave your email and I'll send the link.
Paige replies from recruiting@agentworksstudio.com. One email with the link — no list, no drip, unless you ask for the weekly letter. Or go straight there →