Boolean search is a method of combining keywords using logical operators to produce highly specific, targeted search results. It was originally developed for database queries, but it is now one of the most effective tools available for searching LinkedIn, CV databases, and job boards for specific candidate profiles.
Recruiters who understand Boolean search consistently find better candidates faster than those relying on keyword-only searches. Here is how it works and how to use it.
The Core Operators
AND
Use AND (always capitalised) to narrow your results by requiring both terms to appear.
Example: Python AND Django — returns profiles that mention both Python and Django, not just one or the other.
AND is the most commonly used operator. Use it to stack requirements: marketing AND SEO AND B2B
OR
Use OR to broaden your search by accepting either term.
Example: developer OR engineer OR programmer — returns profiles with any of these three terms.
OR is useful for job titles and skills with multiple valid synonyms. People describe the same role and skill set in many different ways, and OR ensures you do not miss them.
NOT
Use NOT (or the minus symbol on some platforms) to exclude terms from your results.
Example: project manager NOT construction — finds project managers but filters out those with a construction background.
Use NOT carefully — it can inadvertently exclude relevant candidates if the excluded term appears in a context you did not anticipate.
Quotation Marks
Place a phrase in quotation marks to search for the exact phrase rather than individual words.
Example: "product manager" finds that exact phrase, not all profiles containing "product" and "manager" separately.
This is particularly useful for job titles, qualifications, and specific tools: "machine learning", "PRINCE2", "AWS certified"
Asterisk (Wildcard)
The asterisk (*) matches any character sequence, allowing you to search for all variations of a root word.
Example: manag* — matches manage, manager, management, managing, managerial.
Wildcards are useful when candidates may use different word forms for the same skill or experience.
Parentheses
Parentheses group terms and control the order of operations in complex searches — just like in mathematics.
Example: ("product manager" OR "product owner") AND (agile OR scrum) NOT junior
This finds profiles containing either "product manager" or "product owner," and either agile or scrum, but excludes those containing the word junior.
Building an Effective Boolean String
The best Boolean searches combine all operators thoughtfully. Here is a worked example for a senior UX designer role:
("UX designer" OR "UX lead" OR "user experience designer") AND (Figma OR Sketch OR Adobe XD) AND (research OR "user testing" OR "usability testing") NOT junior NOT graduate
This string finds senior UX designers who use standard industry tools and have research skills, while filtering out junior-level candidates.
Where to Use Boolean Search
- LinkedIn: The search bar accepts Boolean operators. Use them in the "Keywords" field of the advanced search. Combine with location, industry, and connection filters for even more precision.
- CV databases: Most major CV databases (including those attached to job boards) accept Boolean strings. Check the platform's documentation for any operator variations.
- Google X-Ray searching: Use Google to search within a site. For example:
site:linkedin.com/in "data analyst" AND "SQL" AND "Python" London
Tips for Better Results
- Start broad and narrow down — it is easier to add criteria than to realise you have over-filtered.
- Always think about synonyms. Candidates may describe the same skill or tool in many different ways.
- Test your string and review the results. If you are getting irrelevant profiles, refine your NOT terms. If results are too few, check your ANDs are not too restrictive.
- Save your successful Boolean strings. They are reusable for similar roles in the future.
Boolean search takes a little practice, but once it becomes part of your sourcing toolkit, you will find yourself reaching the right candidates in minutes rather than hours.