| 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.
