🔥 Many recruiters don’t realize their job descriptions might carry hidden bias—pushing away great candidates. So I built an automation that: 1️⃣ Catches new job descriptions as they’re written 2️⃣ Runs an AI bias analysis 3️⃣ Suggests a rewritten inclusive version 4️⃣ Logs results in Google Sheets 5️⃣ Emails HR with the report instantly ⚡ This means every JD can be reviewed and fixed before it ever gets published. 👉 Engagement questions for Skool: Would you trust AI-driven inclusivity checks in your hiring workflow? Should the candidate-facing version always be the inclusive rewrite, or should HR still approve first?

Hello everyone I’m working on connecting an n8n workflow with a frontend, and I could use some advice on how to structure it properly. Current setup: * I’ve built a cold SMS campaign system using n8n. * Our backend database (Supabase) has 19M+ records. * Each campaign is created with 1,000 contacts and tied to a campaign_id in the campaigns table. * Right now, I manually assign the state and generate 4 new campaigns each day by creating campaign IDs and attaching them to records (Thru sql queries) Client’s request (moving toward micro-SaaS): * On the frontend, a user should be able to: 1. Select a state where they want to run their campaign. 2. The system should automatically pull 1,000 records from the database for that state. 3. A new campaign_id should be created in Supabase. 4. That campaign should be automatically linked to those 1,000 records. * Once this happens, n8n should trigger a workflow for that campaign. Ideally, it would either: * Dynamically assign the campaign_id to an existing workflow, or * Duplicate a template workflow and bind it to that campaign_id. My question:
 What’s the best way to automate this workflow triggering in n8n when the frontend sends the campaign request? * Should I be duplicating workflows via the n8n API? * Or is there a better way to handle multiple campaigns dynamically within a single workflow? Any suggestions or examples would be super helpful 🙏