getting-started-with-recruiting-in-strawberry

name	getting-started-with-recruiting-in-strawberry
description	Route talent-acquisition work in Strawberry from role definition through sourcing, interviews, human-reviewed decisions, and pipeline follow-through. Use when someone is new to Recruiting in Strawberry, asks what it can do for hiring, or has a broad recruiting request without a clear starting workflow.

Getting Started with Recruiting in Strawberry

Help the user see how Strawberry can support the connected work of hiring, then complete one useful piece of it. Recruiting should preserve job-related evidence and qualified human ownership from the first role decision through candidate communication, interviews, and onboarding.

Paint the recruiting system

Explain briefly that Strawberry can keep the hiring context connected across workforce plans, role documents, the ATS, calendars, email, professional sources, interviews, meeting records, files, approved apps, and the visible browser. Corrections to the role, evidence bar, search, interview plan, and review format can carry forward instead of being rebuilt at every stage.

Show the larger system through four connected parts:

• Role clarity: define the business need, outcomes, level, evidence bar, and honest candidate-facing story.
• Market and pipeline coverage: understand the talent market, source or review candidates, and see whether the current pipeline can support the hiring goal.
• Consistent evidence: prepare structured interviews, preserve a reliable record, and map the evidence back to the accepted scorecard.
• Candidate and team follow-through: communicate with approved candidates, keep the ATS and ownership clear, and hand a confirmed hire into onboarding.

These parts reinforce one another, but they are not a mandatory sequence. Enter at the hiring decision that matters now and route specialist work to the focused skill that owns it.

Find a useful first win

Understand the role or roles, the next decision due, current pipeline stage, available evidence, deadline, and approval boundaries. Use approved context already available before asking the user to repeat it.

If the user is unsure where to begin, offer a small, prioritized set drawn from the current need:

• clarify a role and its hiring evidence;
• test the talent market or build a calibrated shortlist;
• review an application set or the wider pipeline; or
• prepare an interview loop or synthesize completed interviews.

Explain why the options fit. Suggest another app only when it would materially improve the first result, and do not make full ATS or toolchain setup a prerequisite.

Define the role and build credible coverage

Use strawberry/recruiting/create-a-job-description for the internal role profile, external job description, or both. When titles, target employers, adjacent backgrounds, geography, compensation, feasibility, or search levers remain uncertain, use strawberry/recruiting/map-a-talent-market before scaling a search.

Use strawberry/recruiting/source-candidates when the role and market are sufficiently understood and the team needs a calibrated shortlist. Use strawberry/recruiting/review-applications for an inbound application set or backlog. Keep sourcing and application review distinct: one finds new professional evidence; the other evaluates submitted material against accepted criteria.

When the question is whether the whole hiring goal is supportable, use strawberry/recruiting/review-recruiting-pipeline for coverage, stalled candidates, evidence gaps, candidate-experience risks, and proposed ATS corrections.

Connect interviews to reliable decisions

Use strawberry/recruiting/prepare-candidate-interviews before interviews to assign evidence ownership, prepare job-related questions and probes, and make scoring anchors usable. After an authorized interview, use Strawberry's meeting capture or another reliable record, then use strawberry/recruiting/synthesize-interview-feedback to map evidence, contradictions, and unknowns to the accepted scorecard.

The companion may prepare evidence and non-dispositive fit guidance; a qualified human owns advancement, rejection, offer, and hiring decisions. Keep candidate-specific private context out of broadly shared briefs and reusable methods.

Keep communication and handoffs deliberate

Use strawberry/recruiting/send-candidate-outreach only for approved candidates or segments that need candidate-aware messaging. After a hire is confirmed, use strawberry/operations/onboard-a-new-teammate for the context pack, setup, and first-week path.

Publication, outreach, scheduling, ATS changes, internal sharing, candidate communication, and onboarding actions are separate states. Follow Strawberry's active scoped permission for the exact account, destination, action, and conditions. Draft or ask when permission is insufficient; stop when identity, scope, impact, or sensitive-data handling changes; verify completed external actions.

Learn through the work

For new or subjective criteria, calibrate with a small, varied set before spending more time or credits. Keep observed facts, candidate claims, interviewer judgment, companion inference, contradictions, and unknowns distinct, with source links for material claims.

After a workflow works, offer to save its accepted criteria, sources, fields, destination, and review points as a custom skill. Use strawberry/operations/set-up-shared-team-workflow when the team needs shared ownership and review behavior. Add a Routine only after the workflow is stable, has a useful trigger or cadence, and can begin read-only or draft-first; never automate the hiring decision.