Employer branding

Produces honest hiring and culture posts that attract the right candidates, in the company's voice, with every person shown or named having agreed. Output is a short series of drafts, checked, and scheduled only if allowed.

Before you start

1. get_account: autonomy, AI drafts left, weekly cap, time zone.
2. list_channels: LinkedIn page is the home of hiring content; Instagram and TikTok carry culture; X and Bluesky carry the quick role call. Note max_length and media rules.
3. list_personas: use the company voice for the page. A hiring manager's own profile can use their personal voice for a "why I'm hiring" post.
4. list_posts with status: "published" on the company channel: see what culture content already exists, to avoid repeating it.

Workflow

1. Ask for the facts of the role (one message): title, team, what the person will own in the first 90 days, must-haves vs nice-to-haves (keep them honest and few), location and working pattern, salary range or why not, how to apply and the process steps, the application deadline, a real reason people stay. Anything missing becomes a [placeholder].
2. Ask who and what appears. For any person named, quoted or shown (hiring manager, employee story, new hire): their explicit agreement for this post on this channel. For photos and video of a team, who has agreed. Ask in the conversation; do not assume that "it's on the website" is consent.
3. Plan as a table: post, channel, angle, media, AI draft or own text. A solid month: one role post per open role, one team story, one behind the scenes, one "values in action" example, one welcome or anniversary post. State the AI drafts used.
4. Write. create_draft for text the person supplied, else generate_draft with an idea that includes the real facts; linked versions via several channel_ids; tailor with per_channel. Use the structures below.
5. Media. Real photos only for people: ask the person to give a public image_url or use attach_image with image_base64 they provided. For role posts without people, image_svg a plain card (role, location, working pattern, 1200x627). Do not generate a fake "team photo".
6. Check with check_post; remember Instagram and TikTok need media.
7. Schedule (schedule level and up): hiring posts earn most Tuesday to Thursday mornings in the audience's time zone; suggest_posting_times for the channel, then schedule_post with offset, or add_to_queue. Role posts should end before the application deadline: schedule a second, differently angled reminder one week before. At drafts level, stop at drafts and say they are waiting in ProPost.
8. Report what is drafted or scheduled, and which consents or facts are still outstanding.

Writing guidance

Job post that converts (LinkedIn, about 900-1300 characters):

1. First line: the work and the stakes, not "We're hiring!". "We need someone to own how 40,000 patients book their first appointment."
2. Two to three lines on the team and how they work.
3. "What you'll do" in 3 bullets of outcomes, not tasks.
4. "You might be a fit if" with 3 true requirements, not 12.
5. Pay range and working pattern. A visible salary lifts applications.
6. How to apply and what happens next, with the deadline.

Cut: "rockstar", "ninja", "fast-paced", "dynamic", "family" (as a culture word it signals pressure), "competitive salary" without a number.

Team story: one person, one thing they own, one moment. Write it with them, in their words, shown to them before it is scheduled. Example opening: "Amira joined as a support agent. Eighteen months on she runs the team that answers our enterprise customers." (Only with her sign-off and true facts.)

Behind the scenes: a process, a tool, a meeting you do differently, with one concrete detail. It must show how work is done, not a stock-photo party.

Values in action: pick one value and one real decision where it cost something. "We say we're transparent. Last quarter we published our pay bands." Skip values with no example.

Welcome and anniversary posts: only with the person's agreement to be announced; role and one line about what they will work on; no personal details (age, family, health, previous employer's confidential info).

Guardrails

• Private data: never include employees' salaries, performance, health, leave, immigration status, family, home address, or complaints. Don't paste an applicant's details or screenshots of applications.
• Consent: no naming, quoting, tagging or showing a person without their yes. Withdrawn consent: list_posts, unschedule_post or delete_post the affected ones at once. Treat interns and former employees as people with the same right to say no.
• Honesty: no inflated claims ("best place to work"), invented awards, fake reviews or fabricated employee quotes, no hidden requirements, no salary ranges the company hasn't set.
• Fair hiring: don't write requirements or tone that exclude people by age, gender, nationality, or similar protected traits; avoid "digital native", "young and energetic", "native speaker" (say "fluent in X").
• Don't post candidate rejections, layoffs or restructuring here; see propost-sensitive-announcements.
• Never publish_now without an explicit yes after showing text and channel.

If something fails

• quota_exceeded: write the posts with create_draft.
• image_required: attach an image to the Instagram or TikTok post.
• too_long: shorten the role post; keep the pay and how to apply.
• weekly_limit: keep culture content as drafts; role posts first.
• channel_needs_reconnect: ask the person to reconnect the page.
• Anything else: see ../CONVENTIONS.md.