The quickest way to make candidate outreach feel automated is to pretend you know more about someone than you do.

Strawberry can research the professional context that genuinely connects a person with the role, then turn it into a message that is specific without becoming invasive. It can also check approved ATS or prior-contact context before treating someone as new.

The message stays a draft until the exact recipients, channel, sender, and timing are approved.

Start with the candidates you want to contact

A profile used as an example in a talent-market map is not ready for outreach. Candidate communication begins after the person or segment has been sourced and approved for contact.

Where approved context is available, your companion can check duplicates, active applications, prior messages, opt-outs, ownership, and the intended channel. Missing state remains visible rather than becoming an assumption.

Want to try it?

Ask your Strawberry companion: “Draft candidate outreach for this approved shortlist and show me the exact messages, recipients, channel, and follow-up branches before anything is sent.”

Skill

Draft candidate outreach

Prepare relevant outreach for approved candidates and review the exact send.

Use a real reason to reach out

LinkedIn, GitHub, portfolios, talks, company pages, and other public professional work can reveal a credible connection with the role. The useful detail is one that helps the person understand why the opportunity may be relevant, not proof that someone searched every corner of the internet.

Strawberry keeps verified facts separate from inference and does not invent familiarity, motivation, availability, contact details, or employer claims. Personalization should stay professional and proportionate.

Make the employer proposition honest

The message should make the role worth understanding without overselling it. When known and approved, include the scope, why the work matters, location or working pattern, compensation, and what happens next.

Sourced prospects, applicants, referrals, interview-stage candidates, and former candidates have different relationships with the company. Their messages and follow-ups should reflect that context.

Review a few representative messages first

For a new audience or message family, a small set makes the tone and personalization easy to correct before the work expands. Review the opener, body, call to action, source notes, and any follow-up branch together.

Follow-ups should remain proportionate, easy to decline, and consistent with the candidate experience the team wants to create.

Approve the exact send

Before anything leaves Strawberry, review the exact recipients, messages or accepted template and variables, channel, sender, and timing. Approval for one draft or batch does not authorize new recipients, another channel, or later follow-ups.

Replies, scheduling, ATS updates, and hiring decisions remain separate. When a candidate agrees to continue, the interview preparation workflow can carry the accepted role and candidate context into the next step.

Skill

Prepare a structured interview loop

Prepare the interview once a candidate agrees to proceed.

How to use AI for candidate sourcingBuild and approve the shortlist before outreach begins.
Official Strawberry skill
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name
send-candidate-outreach
description
Research, draft, review, and send candidate outreach with a truthful employer proposition and candidate-aware follow-up. Use after candidates or candidate segments are approved for contact. Exact messages, recipients, channel, and timing require approval before sending.

Send Candidate Outreach

Create relevant candidate communication without treating a sourced profile as consent, interest, availability, or fit.

1. Confirm the outreach state

Use only an approved candidate or segment, accepted role definition, employer proposition, communication policy, sender identity, and channel. Check available ATS or prior-contact context for duplicates, opt-outs, recent messages, active applications, and ownership. If state is unavailable, label it and do not imply the candidate is new.

Confirm the goal, recipients, channel, requested scale, personalization depth, language, sender, timing, destination, and review point. Do not turn a talent-market map directly into outreach; use strawberry/recruiting/source-candidates and obtain shortlist approval first.

2. Ground the message

Use verified professional context relevant to the role. Keep facts, candidate claims, and inference distinct. Do not invent familiarity, motivation, availability, contact details, or employer claims. Keep the opportunity honest about scope, location, working pattern, compensation, and process when those details are known and approved.

Respect privacy, opt-outs, platform rules, and the team's lawful basis and retention policy. Use only approved contact sources. Avoid protected or irrelevant personal details and intrusive personalization.

3. Draft and calibrate

For a new message or audience, draft a small representative set first. Provide the subject or opener, message, call to action, material source notes, and any follow-up branches. Make the employer proposition specific without overselling. Keep follow-ups proportionate, easy to decline, and consistent with candidate experience.

Separate messages for sourced prospects, applicants, referrals, interview-stage candidates, and re-engagement; their context and expectations differ.

4. Review and send

Before any send, show the exact recipients, messages or accepted template plus variable fields, channel, sender, and timing. Require explicit approval for that send. Draft approval does not authorize future batches, additional channels, changed recipients, or follow-ups.

Send sequentially at a human pace on interactive platforms and stop on warnings, challenges, rate limits, uncertain recipients, or unexpected state. Report what was sent, not sent, failed, or remains unresolved. Never claim delivery or reply without verification.

5. Continue with candidate care

Keep replies, scheduling, ATS updates, and hiring decisions as separate states. Use strawberry/recruiting/prepare-candidate-interviews after an agreed interview step. Prepare proposed ATS notes for explicit review before writing them.

After the user accepts a message family, offer to save the employer proposition, evidence rules, templates, branches, stop conditions, and approval point as a custom skill. Share or automate only with agreed ownership, audience, permissions, and a draft-first Routine.