Boolean 101: A Recruiter's Guide to Smarter Searching

Search

In the world of recruiting, speed and precision matter. Whether you're sourcing candidates through LinkedIn, an applicant tracking system (ATS), or Google, knowing how to write effective Boolean search strings can be the difference between finding a great hire or missing them entirely.

In this guide, we’ll break down what Boolean search is, how it works, and best practices recruiters can follow to sharpen their sourcing game.

What Is Boolean Search?

Boolean search is a method of combining keywords and operators to refine search results. It’s named after George Boole, a 19th-century mathematician who developed a system of logic based on "true" or "false" values.

For recruiters, Boolean search is a powerful way to dig through massive databases (like job boards, LinkedIn, or internal systems) to uncover candidates with very specific backgrounds, skills, or experiences.

The Basic Boolean Operators:

AND

Narrows your search by including all specified terms.

Example: Java AND Python

Results will only include profiles that mention both Java and Python.

OR

Broadens your search by including any of the specified terms.

Example: Java OR Python

Results will include profiles that mention either Java or Python (or both).

NOT or -

Excludes specific terms from your search.

Example: Java NOT JavaScript

Results will include candidates who mention Java but not JavaScript.

Quotation Marks ("")

Searches for exact phrases.

Example: "machine learning"

Results will only include that exact phrase, not just the words "machine" or "learning" on their own.

Parentheses ()

Groups terms and controls the order of operations.

Example: (Java OR Python) AND "software engineer"

Helps ensure the search engine processes the logic correctly.

Asterisk (*)

Acts as a wildcard for word variations (supported on some platforms like Google).

Example: develop*

Will return results for develop, developer, development, etc.

Best Practices for Recruiters

1. Start Broad, Then Narrow

   Begin with a wider search using OR statements to explore your candidate pool. Add AND or NOT as you go to get more targeted.

   
   

2. Think Like Your Candidate

   Use job titles, skills, and synonyms that a candidate would likely include in their profile. For example, someone who is a "Marketing Manager" might also be listed as a "Brand Strategist" or "Digital Marketing Lead."

   
   

3. Use Parentheses to Avoid Confusion

   Group terms logically. If you’re using multiple ORs and ANDs, parentheses ensure that the search engine interprets your query the way you intended.

   
   

4. Don’t Overdo It

   It’s easy to over-complicate a Boolean string. If your search string is too narrow, you may miss good candidates. Test and adjust.

   
   

5. Keep a Library of Strings

   Build a personal library of search strings for common roles. This will save time and help you maintain consistency when sourcing similar positions.

   
   

6. Adapt for Different Platforms

   Boolean logic works differently on different platforms. LinkedIn, Google, and your ATS may all interpret strings slightly differently. Learn the nuances of each.

   
   

Sample Boolean Strings

• For a Front-End Developer:

  (React OR Angular OR Vue) AND "front end" AND (developer OR engineer)

• For a Product Manager with SaaS experience:

  "product manager" AND SaaS AND (B2B OR "enterprise software")

• For a Sales Leader in Healthcare:

  ("VP of Sales" OR "Head of Sales" OR "Sales Director") AND (healthcare OR "medical device")

  
  

Mastering Boolean search is like sharpening your sourcing toolkit. The better your queries, the better your candidate pool. With a little practice and creativity, Boolean logic can help you unlock talent that your competitors are missing.