Strawberryfortalentteams
Think of Strawberry as the newest hire on your talent team: capable, eager, and ready to take work off your plate, but better once you've shown it the ropes. It can source, research, draft, and file. The more context you give it, the better it gets, so get to know each other before handing over the big stuff.
Setup is quick. Import from your old browser, bring your memories over from ChatGPT, Claude, or Gemini, and connect the apps you already live in: Slack, your email, and your ATS or CRM. Then talk to your companion by typing or by voice, and tell it which roles you're hiring for and what's stuck this week.
Five concrete use cases
Find and qualify candidates
Help me find and qualify candidates for a role I'm hiring. Ask me what you need to get started.
Describe the role in plain English instead of writing a 20-line boolean string.
- List the data you want per candidate: LinkedIn, GitHub, location, current role, openness to move
- Point at a great hire or your current team to find lookalikes, sourcing on attributes and skills, not just job titles
- Parallel agents search LinkedIn, GitHub, and the web, then hand back a shortlist with fit scores, photos, and the details you asked for
- Give feedback to sharpen the next batch, pull contact info, and add the best to your ATS
Save it as a skill, then turn it into a routine that surfaces fresh candidates when a new role opens.
Deep-dive a shortlist
Help me go deep on a shortlist, past their LinkedIn into their real work. Let's figure out what matters most for this role.
Your companion goes past the profile into the real work.
- Tell it which candidates to study and the signal that matters: code quality, shipped products, writing, design craft
- One agent per candidate digs into GitHub, portfolios, personal sites, talks, and posts
- Each gets scored against your rubric, with a read on how the person actually thinks and builds, and sources for every claim
Save it as a skill so every shortlist gets the same depth, and trigger it when a candidate hits a stage.
Personalised outreach that gets replies
Help me reach out to candidates in my own voice. Interview me first.
Outreach lands when the message body carries a real, candidate-specific detail, not just a first-name tag.
- Set the channel, your sequence, and your tone, and point at past messages so your companion learns how you write
- It drafts notes that reference something true about each person, the detail that lifts reply rates from around 4% to 15-20%
- Test a small sample, then run the batch one by one at a natural pace
Nothing sends without your approval. Save it as a skill, then make it a routine that drafts outreach for newly sourced candidates.
Interview intelligence
Help me run sharper interviews, from prep to scorecard. Walk me through what you need.
Your companion can carry an interview from prep all the way to a filed scorecard.
- Tell it what belongs in a brief, your scorecard criteria, and where notes get filed: your ATS, Notion, or a sheet
- It builds the brief beforehand and transcribes live during the call so you can focus on the person
- Afterward it turns the transcript into a structured scorecard mapped to your rubric and updates the candidate's record
Save it as a skill, then make it a routine that builds the brief the morning of each interview.
ATS hygiene and talent rediscovery
Help me clean up my ATS and resurface past candidates worth another look. Let's scope it together.
Most of the pipeline you need is already in your database, buried under stale records.
- Tell it what clean looks like: no duplicates, consistent statuses, normalised skills
- It dedupes, normalises, and fixes stale statuses, then mines your database for past applicants who fit a role open today
- Each rediscovered candidate comes with a quick reason they're worth another look
More than half of most databases is stale, so this is real, free pipeline. Save it as a skill, then run it as a weekly routine.
More ideas
A few less-obvious ways talent teams use Strawberry:
- Signal-based sourcing. Watch hiring-intent and availability signals and surface talent the moment it moves.
- Talent market map. Where a profile exists, in what numbers, and at what comp, so you can scope a search before you start.
- Referral mining. Scan your team's networks for warm intros to a target profile.
- Job post tuning. Sharpen a job description from market data and flag where it's scaring good people off.
Use Strawberry with your team
Hiring gets more consistent when the whole team is on Strawberry. Create a free shared workspace with unified billing and admin, then share your companion, context, and skills so everyone hires with the same playbook. See the Strawberry for teams page for setup.