A useful recruiting workflow does more than produce a long candidate list. It preserves why someone fits, what the team learned, and what should happen next across sourcing, interviews, outreach, and the ATS.

Begin with one role, one evidence standard, and one result the team can review. Strawberry can learn through a few questions, relevant connected apps, or both, then preserve the accepted process once it works.

Start with the role and the evidence

Clarify what success looks like in the role, the evidence that matters, useful adjacent backgrounds, and the team’s real dealbreakers. Existing scorecards, strong examples, rejection patterns, and ATS context should be inspected before the user is asked to repeat them.

Source across relevant professional evidence such as LinkedIn, GitHub, portfolios, and personal sites. Review a varied first batch before expanding the search, keep real source links, and show how many profiles were reviewed and filtered.

Find 30 exceptional candidates

Use this to source a reviewable first group of candidates.

I want to find 30 exceptional candidates for an open role.

Carry context through the pipeline

Before proposing ATS changes, cross-reference profiles, portfolios, role changes, duplicates, and existing pipeline state. Preserve why the team advanced or rejected someone rather than reducing the decision to an unexplained score.

Prepare interviewers from the job description, calendar, prior correspondence, ATS notes, portfolio, GitHub, and current public evidence. Afterward, preserve decisions and follow-ups in the team’s accepted destination.

Prepare me for every interview today

Use this to prepare for candidate interviews.

I want to be fully prepared for every candidate interview today.

Never forget an interview or follow-up

Use this to preserve interview decisions and follow-ups.

I want interviews transcribed with decisions and follow-ups captured automatically.

Reach out in the team’s voice

Learn from approved past messages or brand material, research only enough verified context to make the opportunity relevant, and draft a small sample before scaling. Messages stay as drafts until approved.

LinkedIn work moves sequentially at human speed, keeps real profile URLs, and stops on warnings or uncertainty.

Reach out to a candidate shortlist in my voice

Draft and send reviewable candidate outreach in the team’s voice, adding a sequence when useful.

Help me contact this candidate shortlist with messages that sound like me and fit each relationship. Start with a representative set I can review before anything is sent.

Keep the ATS useful without losing judgment

Strawberry can cross-reference candidates against the existing pipeline, flag duplicates, and prepare approved stage, note, or follow-up changes. The important part is preserving the evidence and team reasoning behind a decision rather than replacing it with an unexplained score.

Review the proposed mapping and one real update before expanding it. Consequential changes stay visible and reviewable.

Screen applicants against a job description

Create an evidence-backed first review of incoming applicants.

Help me screen a batch of applicants. Ask me for the job description and where to find the CVs. You might want to identify the three or four most important requirements from the role before comparing. Then review each application and give me a shortlist with a short note on each candidate explaining how their background compares to the role.

Make the accepted hiring process repeatable

Once a workflow is useful, preserve its criteria, evidence standard, outreach voice, destinations, and approval points as a team-specific skill. Add a Routine only when the underlying process has worked and the team wants it to recur.

Shared hiring work should make handoffs clearer, not hide them. Agree on ownership and verify one real handoff before scaling.

Make a hiring workflow reusable across my team

Turn a trusted recruiting workflow into a shared team process.

I want to turn an accepted hiring workflow into a clear shared process for my team.

Official Strawberry skill

name: getting-started-with-recruiting-in-strawberry
description: Best practices for anyone getting started with recruiting in Strawberry. Use when helping a user choose, set up, or expand candidate sourcing, screening, interviews, outreach, or shared hiring workflows.

Getting Started with Recruiting in Strawberry

Strawberry can connect work across the hiring lifecycle, from requisitions and job descriptions through sourcing, outreach, interviews, references, offers, and onboarding. This is not a fixed methodology. Enter wherever the user or team has a real bottleneck, interview them candidly until the best starting point is clear, and skip what already works. Over time, help them adopt the workflows here that genuinely suit how they hire.

Set up Strawberry around the role

Start with a candid conversation about the result that would be most useful now. While the goal is broad, ask one short question at a time. Once a concrete workflow emerges, offer to gather deeper context through a few questions, approved hiring material, or a combination of both. Relevant context may include job descriptions, scorecards, the company website, email, Slack, the ATS, interview notes, prior searches, and examples of strong or rejected candidates.

Learn the role, existing approach, job-relevant criteria, exclusions, source boundaries, destination, required fields, evaluation format, and approval rules. Keep hard criteria such as location, compensation band, must-have skills, and eligibility distinct from softer signals such as seniority, hypergrowth experience, technical background, and communication evidence. The user owns the hiring bar; use examples to clarify it without turning one person's biography into the requirement. Before substantive work, summarize the understood context, open uncertainties, suggested result, and intended approach in a concise plan. Wait for the user to confirm or adjust it.

Find and qualify promising candidates

Strawberry can turn a plain-language description of a role into a reviewable shortlist across approved sources. On a first run, use a varied surface-level calibration sample, often fewer than ten candidates, so the user can correct the bar before the search scales. If nobody in the sample meets the rubric, stop and clarify rather than scaling a weak search.

The reviewed result should make the judgment easy to inspect: include real source links, requested fields, an overall rating, evidence against the important criteria, caveats, and reviewed and filtered counts. Cross-reference the ATS or tracker, check duplicates and identity mismatches, and show new, uncontacted candidates by default. Especially early on, include a few candidates set aside and why so the user can calibrate the filtering. Read strawberry/recruiting/source-candidates for the complete sourcing, enrichment, calibration, and review workflow.

Screen incoming applications

When the starting point is an applicant pool rather than a new search, Strawberry can compare applications against an agreed, job-relevant rubric while keeping observed evidence, inference, caveats, and unknowns distinct. Calibrate the hiring bar on a small, varied sample before screening the full pool when it is not already clear. Do not reject applicants, change ATS records, or send messages without approval. Read strawberry/recruiting/screen-applicants-against-job-description for the complete application-screening workflow.

Write outreach in the team's voice

Good candidate outreach depends on verified relevance and a voice that sounds like the team. When the voice is not already clear, read strawberry/general/learn-writing-style to learn it from approved sent messages, user-selected examples, or both. Reuse the evidence and calibration from strawberry/recruiting/source-candidates. Use specific, verified professional context when it genuinely improves the reason to reach out; do not force a recent detail or generic praise.

Agree on the channel and whether the useful result is one message, a small batch, or a sequence. Verify the recipient and contact information, and review a representative sample when calibration would help. Keep messages as drafts unless the user has explicitly approved the exact action and recipients; never send when identity or contact details are uncertain. Read strawberry/sales/send-personalized-outreach for the detailed drafting, review, sending, and follow-up workflow.

Prepare interviews and decisions

Before an interview, Strawberry can combine approved candidate background and recent work, the role-specific signals that matter, open items from earlier stages, and useful questions into a concise brief. Read strawberry/sales/prepare-for-calls for the preparation workflow.

Afterwards, Strawberry can turn the transcript into a structured scorecard mapped to the agreed rubric, preserve decisions and action items, draft a follow-up grounded in what was actually said, and prepare approved ATS updates. Read strawberry/operations/transcribe-meetings-follow-up for the post-interview workflow. Nothing should be sent or externally recorded without the required approval.

Other things to try

These are useful discovery ideas, not complete standalone workflows:

Prepare a talent-market map of where a profile exists, in what numbers, and at what compensation before opening or reshaping a search.
Clean duplicates, normalize fields, fix stale statuses, and rediscover strong past applicants who fit a role open today.
Draft a reference brief from the role rubric and open interview questions, then turn the call transcript into a structured summary.
Prepare a requisition, job description, hiring-manager kickoff, offer, rejection, or onboarding plan from the team's approved context.
Flag candidates in flight who have not had a recent touch and draft a reviewable check-in.

Make the process yours

Review the first real result before scaling it. Save the accepted sourcing, screening, outreach, or interview method as a user-owned skill, including the criteria, evidence, fields, destinations, communication style, approval behavior, and exceptions.

When the process should become shared across recruiters and hiring managers, read strawberry/operations/set-up-shared-team-workflow to establish common owners, field meanings, destinations, privacy boundaries, and review conventions. Add a weekly or bi-weekly sourcing, ATS-hygiene, or candidate-follow-up Routine only after the underlying workflow is trusted and the role has enough volume to justify it.