Hiring information can live across candidate profiles, job records, notes, documents, and interview feedback, where a rushed review can miss both signal and sensitivity. Strawberry can work from the CATS pages you open to prepare a structured, evidence-linked recruiting review for the team.
01
Prepare a fairer candidate review from the available evidence.
A candidate discussion improves when the team can see which evidence supports a conclusion and which information is still absent. Strawberry can organise the CATS context you choose against a role scorecard without making a hiring decision.
02
Turn a stale pipeline into owner questions.
A candidate waiting in a stage is not enough information to decide what should happen next.
Strawberry can prepare a CATS pipeline review that identifies the visible status, last activity, missing feedback, and owner action needing confirmation.
03
Keep interview feedback readable and attributable.
Feedback needs to be separated from inference, attributed to its source, and assessed against role requirements rather than personal similarity. Strawberry can build a discussion brief from the CATS pages and notes you provide.
04
Give the hiring meeting a repeatable preparation layer.
After you agree on a compliant review structure, capture it as a CATS skill with the relevant role criteria and meeting output. A routine can prepare the next packet while candidate outreach and record changes remain controlled.
CATS Strawberry