AI for recruiters helps turn candidate evidence into a fair, reviewable shortlist.

Candidate sourcing should begin with evidence that the role actually needs.

A keyword match is not a qualification.

Before searching, the recruiter needs a scorecard that states the work outcomes, must-have experience, context that matters, and criteria that are explicitly not relevant.

Strawberry can research public candidate material against that scorecard and return evidence for each inclusion rather than a loose list of names. The recruiter can check the source, test the assessment, and decide whether a person merits contact.

Outreach is better when it gives a candidate a real reason to reply.

Recruiting messages fail when the same line could be sent to anyone.

A credible first draft should refer to a public, relevant piece of work and explain what makes the role worth their attention without pretending to know more than the source proves.

Use Strawberry to prepare a draft from approved public context and the role brief. The recruiter checks the person, the sender account, the compensation or location claims, and the final wording before any message goes out.

Interview preparation works when the same evidence follows the candidate.

An interviewer should not have to reconstruct the resume, recruiter screen, portfolio, and open questions five minutes before a call. That creates uneven interviews and makes later comparison depend on whoever took the best notes.

A browser companion can prepare a compact interview brief with the role criteria, candidate evidence, questions to test, and areas that remain unknown. It helps the team arrive prepared without turning an automated summary into a hiring verdict.

Hiring operations improve when the process is consistent but not automatic.

A Strawberry skill can hold the sourcing sources, evidence rules, exclusion criteria, and output fields for one role family. That makes the next search easier to audit and helps the team notice when a requirement needs to change.

A routine can prepare the weekly sourcing queue or interview-prep packet. It should not reject applicants, rank protected characteristics, make an employment decision, or send candidate messages without a recruiter’s review.

Frequently asked questions