Recruiting gets fragmented quickly. The role lives in a document, candidates are spread across LinkedIn and the ATS, interview evidence sits in notes and transcripts, and the reason behind a decision is often still in someone's head.

Strawberry can work across the visible browser, logged-in sourcing tools, the ATS, meetings, documents, and the other places that hold the hiring context. A job definition can stay connected to the search, the search to the interviews, and the interview evidence to the pipeline decision. As the team corrects the work, the companion can remember the hiring bar and the sources it trusts.

What Strawberry can help you do

Not sure where to begin? Your companion can look at the role and hiring work you have open and suggest a useful skill to try first.

/getting-started-with-recruiting-in-strawberry

Choose and complete the recruiting workflow that would help this role most now.

View skill

Find and review candidates

Sourced candidates and inbound applicants arrive differently, but both need job-related criteria, visible evidence, clear uncertainty, and a human decision. Strawberry can work through the relevant profiles, applications, ATS history, and prior contact, explain why someone may fit, and keep what still needs checking visible.

  1. Build the candidate set

    Review a varied sample first, correct the search, and then complete the set at the scale the role needs.

    /source-candidates

    Source candidates for this open role.

    View skill

  2. Review inbound applications

    Apply the same accepted criteria to the application set while preserving evidence, uncertainty, and the human decision.

    /review-applications

    Review the applications for this role.

    View skill

Carry the same hiring bar through interviews

Interview preparation works best when each person knows what evidence they own and what the team still needs to learn. Strawberry can turn the role and earlier candidate evidence into a structured plan, useful questions, probes, and scorecards.

Afterward, the transcript and panel feedback can be mapped back to the same criteria. Contradictions, candidate claims, interviewer judgments, and unknowns stay visible instead of disappearing into one confident score.

  1. Prepare the evidence plan

    Give each interviewer a clear area to test, useful questions and probes, and the context they need about the candidate.

    /prepare-candidate-interviews

    Build an interview loop for this role.

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  2. Bring the evidence back together

    Map transcripts and panel feedback to the criteria while keeping contradictions, judgments, and unknowns visible.

    /synthesize-interview-feedback

    Pull our interview feedback into one scorecard.

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Communicate with candidates

Candidate outreach has a different relationship from sales outreach. Strawberry can use the role, professional context, prior contact, and the team's employer story to draft a message that explains why the conversation may be worth having. It can also prepare thoughtful follow-up without turning a candidate list into an automatic sequence.

/send-candidate-outreach

Draft outreach to this candidate.

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See whether the pipeline can support the goal

A recruiting pipeline review should show what needs attention now and whether the current candidate mix can plausibly support the hiring goal. Your companion can connect ATS state with sourcing, applications, correspondence, interviews, and calendars while keeping proposed corrections separate.

If coverage looks weak, the next step may be reviewing an inbound backlog, sourcing more candidates, or revisiting the talent market. A review recommends the best handoff without launching a large search automatically.

/review-recruiting-pipeline

Review my recruiting pipeline.

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Once one workflow works, preserve the accepted criteria, sources, fields, and review points so the next role does not begin from a generic template. Share the result, the method, or the wider Recruiting companion only when that level of context is actually useful. Add a Routine after the process and ownership have settled.

Run your whole company from one place

See how hiring fits alongside company priorities, growth, fundraising, and team leverage.

Run an AI-native ops team

See how meetings, open loops, updates, and onboarding support the hiring process.

Research deep enough to bet on

Use deeper source finding, market mapping, synthesis, and comparison when the talent question needs it.

Try this starter pack in Strawberry

/getting-started-with-recruiting-in-strawberry

Getting Started with Recruiting in Strawberry

Help the user see how Strawberry can support the connected work of hiring, then complete one useful piece of it. Recruiting should preserve job-related evidence and qualified human ownership from the first role decision through candidate communication, interviews, and onboarding.

Paint the recruiting system

Explain briefly that Strawberry can keep the hiring context connected across workforce plans, role documents, the ATS, calendars, email, professional sources, interviews, meeting records, files, approved apps, and the visible browser. Corrections to the role, evidence bar, search, interview plan, and review format can carry forward instead of being rebuilt at every stage.

Show the larger system through four connected parts:

  • Role clarity: define the business need, outcomes, level, evidence bar, and honest candidate-facing story.
  • Market and pipeline coverage: understand the talent market, source or review candidates, and see whether the current pipeline can support the hiring goal.
  • Consistent evidence: prepare structured interviews, preserve a reliable record, and map the evidence back to the accepted scorecard.
  • Candidate and team follow-through: communicate with approved candidates, keep the ATS and ownership clear, and hand a confirmed hire into onboarding.

These parts reinforce one another, but they are not a mandatory sequence. Enter at the hiring decision that matters now and route specialist work to the focused skill that owns it.

Find a useful first win

Understand the role or roles, the next decision due, current pipeline stage, available evidence, deadline, and approval boundaries. Use approved context already available before asking the user to repeat it.

If the user is unsure where to begin, offer a small, prioritized set drawn from the current need:

  • clarify a role and its hiring evidence;
  • test the talent market or build a calibrated shortlist;
  • review an application set or the wider pipeline; or
  • prepare an interview loop or synthesize completed interviews.

Explain why the options fit. Suggest another app only when it would materially improve the first result, and do not make full ATS or toolchain setup a prerequisite.

Define the role and build credible coverage

Use strawberry/recruiting/create-a-job-description for the internal role profile, external job description, or both. When titles, target employers, adjacent backgrounds, geography, compensation, feasibility, or search levers remain uncertain, use strawberry/recruiting/map-a-talent-market before scaling a search.

Use strawberry/recruiting/source-candidates when the role and market are sufficiently understood and the team needs a calibrated shortlist. Use strawberry/recruiting/review-applications for an inbound application set or backlog. Keep sourcing and application review distinct: one finds new professional evidence; the other evaluates submitted material against accepted criteria.

When the question is whether the whole hiring goal is supportable, use strawberry/recruiting/review-recruiting-pipeline for coverage, stalled candidates, evidence gaps, candidate-experience risks, and proposed ATS corrections.

Connect interviews to reliable decisions

Use strawberry/recruiting/prepare-candidate-interviews before interviews to assign evidence ownership, prepare job-related questions and probes, and make scoring anchors usable. After an authorized interview, use Strawberry's meeting capture or another reliable record, then use strawberry/recruiting/synthesize-interview-feedback to map evidence, contradictions, and unknowns to the accepted scorecard.

The companion may prepare evidence and non-dispositive fit guidance; a qualified human owns advancement, rejection, offer, and hiring decisions. Keep candidate-specific private context out of broadly shared briefs and reusable methods.

Keep communication and handoffs deliberate

Use strawberry/recruiting/send-candidate-outreach only for approved candidates or segments that need candidate-aware messaging. After a hire is confirmed, use strawberry/operations/onboard-a-new-teammate for the context pack, setup, and first-week path.

Publication, outreach, scheduling, ATS changes, internal sharing, candidate communication, and onboarding actions are separate states. Follow Strawberry's active scoped permission for the exact account, destination, action, and conditions. Draft or ask when permission is insufficient; stop when identity, scope, impact, or sensitive-data handling changes; verify completed external actions.

Learn through the work

For new or subjective criteria, calibrate with a small, varied set before spending more time or credits. Keep observed facts, candidate claims, interviewer judgment, companion inference, contradictions, and unknowns distinct, with source links for material claims.

After a workflow works, offer to save its accepted criteria, sources, fields, destination, and review points as a custom skill. Use strawberry/operations/set-up-shared-team-workflow when the team needs shared ownership and review behavior. Add a Routine only after the workflow is stable, has a useful trigger or cadence, and can begin read-only or draft-first; never automate the hiring decision.