When people talk about Applicant Tracking Systems (ATS), the focus is usually on how resumes get screened out. The truth is, recruiters don’t rely on ATS alone. They know these systems miss strong candidates, especially if resumes don’t match keywords exactly. To bridge that gap, recruiters often use Boolean searches. These are simple command-based searches that let them pull up resumes and profiles more precisely.
Imagine searching for a software engineer. Typing just “software engineer” in the ATS might bring up thousands of irrelevant results. A recruiter, instead, could write a string like:
("software engineer" OR "developer") AND (Python OR Java) AND ("San Francisco" OR "remote")
This instantly narrows the pool. Candidates who didn’t tailor their resumes perfectly for the ATS but still have the right skills may now show up.
What recruiters are really doing behind the screen
Boolean hacks are more than just keywords. Recruiters combine operators like AND, OR, and NOT to refine searches. For example:
- AND ensures that only resumes with both terms appear (e.g., “project manager AND PMP”).
- OR helps capture variations (e.g., “graphic designer OR visual designer”).
- NOT filters out irrelevant results (e.g., “Java NOT JavaScript”).
Some recruiters go further and add quotation marks for exact phrases or parentheses to group terms. On platforms like LinkedIn, this becomes especially powerful because they can search profiles the ATS may not rank correctly.
What this means for Job seekers
The use of Boolean hacks highlights something important: keywords still matter, but variety matters more. A candidate who uses only one version of a skill may be invisible to certain searches. For instance, writing only “React.js” but never mentioning “React” can cost visibility if a recruiter searches with different terms.
Practical steps to stay visible:
- Use common variations. Write both “React” and “React.js,” “Content Writer” and “Copywriter,” “Human Resources” and “HR.”
- Include exact phrases. If a job description calls for “project management,” write that phrase, not just “managing projects.”
- Avoid keyword stuffing. Recruiters notice forced repetition. Spread terms naturally in context.
- Tailor to each role. Small adjustments in wording can make a resume more search-friendly.
Beyond keywords: why strategy still wins
Boolean hacks help recruiters, but they don’t change one truth: once a resume or profile is found, humans still make the decision. The keywords open the door, but the story keeps it open. This means resumes need to balance technical precision with readability. Clear formatting, measurable results, and evidence of impact make a difference once someone actually reads the document.
Think of it this way: Boolean searches are the bridge from the database to the recruiter’s eyes. Once across, the resume must prove value quickly.
Boolean hacks remind us that ATS systems are not all-powerful gatekeepers. Recruiters often outsmart the software to make sure they don’t miss strong candidates. For job seekers, this means being flexible in language, using variations of terms, and writing resumes that can both be found in searches and stand up to human review. In 2025’s competitive market, being aware of how recruiters search is as important as tailoring applications.
0 Comments