Use a Claude Project to turn a structured hiring brief into a consistent job description, while keeping responsibilities, level, compensation, location, accessibility, legal language, and inclusive requirements tied to approved company policy and the actual role.
Download the skill for this workflow. Version 1.0.1.
with Claire Vo
Zach shows a Claude Project that combines Gamma's company and hiring guidance with examples of strong listings, allowing any hiring manager to describe a role and receive a consistently structured job description for review.
A consistent job description with role outcomes, responsibilities, required and preferred qualifications, compensation and location details, hiring process, accessibility information, and a revision record tied to the approved brief.
Anthropic AI assistant
Follow the sequence once, then adapt the prompts, checks, and handoffs to your own setup.
4 steps
Create a Claude Project with versioned company, voice, job architecture, compensation, location, accessibility, equal opportunity, benefits, and legal guidance. Add approved examples and clearly label any fictional sample.
Tell Claude which blocks are canonical, which fields must come from the hiring brief, and which claims it must never invent. Require it to flag missing information instead of filling gaps.
Use the approved project guidance to draft job descriptions. Preserve canonical company, compensation, location, accessibility, equal opportunity, and legal blocks. For role specific content, use only the supplied brief. Return MISSING_INFORMATION for unsupported level, scope, requirements, benefits, or process details.
Give the project a structured role brief with mission, outcomes, responsibilities, collaborators, level, must have competencies, teachable skills, location, compensation, and interview plan.
Draft a job description from this approved role brief: [brief]. Organize it as role impact, outcomes, responsibilities, required qualifications, preferred qualifications, compensation and location, benefits, process, and accessibility. Use direct inclusive language. Do not invent requirements or company claims, and list unresolved fields first.
Have the hiring manager, recruiting, compensation, and legal owners compare the draft with the role brief and interview rubric. Correct the project instructions when a recurring problem appears, then publish only through the normal recruiting workflow.
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