Strawberry can research public candidate evidence against a role scorecard, organise it into a reviewable shortlist, and prepare the next recruiting step. It should not infer protected traits, fabricate availability, or replace the recruiter’s judgment about fit.
01
Write the scorecard before you open a search result.
Titles are unreliable proxies for the work someone has actually done.
Define the outcomes, essential skills, relevant environment, seniority signals, location constraints, and evidence that would disqualify a profile.
02
Search for evidence of the work, not only matching job titles.
A candidate may have the right title and none of the relevant experience, or a different title and strong proof of the actual job. Search portfolios, public work, company histories, writing, talks, and role descriptions where appropriate.
Strawberry can organise the results around the scorecard rather than simply producing a large name list.
03
Give the recruiter a shortlist they can actually compare.
Twenty pages of profiles still leave the recruiter with the hard work.
A useful shortlist makes trade-offs legible: what each person has done, which criterion remains unproven, and why they appear in this group.
04
Turn a good search into a respectful recruiting system.
Save the approved scorecard, source list, and shortlist format as a candidate-sourcing skill.
A routine can prepare fresh research for an open role, while the recruiter controls selection, outreach content, timing, and every candidate-facing action.
Refresh the search when the role changes; an old scorecard is a fast way to source the wrong people efficiently.