Sourcing Essential Workers

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Our webinar this week is Sourcing Essential Workers. We will share some new material that you have never heard of before. We are going to summarize our recent successful experience in recruiting Registered Nurses and other healthcare professionals.

We have realized that the method that we have developed will work for any job that does not call for “purple squirrels” or “the best” but simply requires candidates to match the requirements. Candidates should have easy-to-identify skills and experience, e.g. bedside Registered Nurses with two years of experience and a valid license in TX (compare with a Full-Stack Developer assessment!)

They often work for large organizations like hospitals and universities.

There are thousands of them. Yet they have little online presence or none.

The challenge is to contact them via a channel that they check.

And we made a discovery. Since the initial volume is high, we did not mind if we let go of many candidates. We narrowed the target company list down to “E100” companies, ones that follow an email format 100% of the time. RocketReach is a helpful site that gave us a way to collect E100 companies in the target sector. (As an example, from Fortune 500 companies, 72 are E100.)

The rest was just running an excel formula. Two, actually – for jane.doe and jdoe. In a few hours, most of which was spent on cleaning up data, we had a solid list of thousands of prospects with emails. We ran them through some verifiers to double-check.

I have not seen our method described before. Yet it is reasonably quick and costs nothing.

Please join me at Sourcing Essential Workers. Mass-email-identification is of interest to any Sourcer. You will be able to get up in running in minutes following the webinar. Pretty high ROI! 🙂



My Best Diversity Strings

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Due to the need for OR searches, Custom Search Engines (CSEs) is a handy tool to use in diversity sourcing projects.

From my tests, this Diversity CSE performs better than any other I authored, but please try it and let me know, OK? Like any other CSE, it needs to be tested using diverse searches to see how well it works.

This Custom Search Engine – – reliably searches for several types of Diversity implemented as refinements on top of LinkedIn X-Ray:

The CSE also provides image search for the same refinements, allowing you to verify whether your search was successful visually.

If you are satisfied with results, bookmark it for future use. If not satisfied, please PM me.

The CSE relies on X-Raying LinkedIn for phrases like “image for women.”

Unlike other CSEs (or canned Google strings, which I have no habit of creating), this CSE provides a reliable way to narrow to each diversity type. Please try it out using a variety of professional keywords and tell me what you think.

The never-boring Custom Search Engines will be the topic of one of my three talks at the upcoming epic Sourcing Summit Virtual, July 6-9, 2020.

I would be glad to connect 1-on-1 there.

Please reserve your seat a.s.a.p. at

and share the link with others. I especially recommend the full four-day event to US-based Recruiters who have not had the live #sosu experience.

In case an unavoidable distraction is preventing you from attending #sosuv, check out an online 90-minute class recording that we are making yesterday and today – Become a Custom Search Engines Expert. The advantage of our class is that attendees are eligible for support for one month following the class purchase.


Three New Custom Search Engines

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I admire the evolving technology of Google Custom Search Engines (CSEs). By guessing some clever terms and operator combinations, over time, we have been able to un-dig (for example) loads of contact lists of passive candidates within every industry we get sourcing requests in.

The best part of CSEs is that they make the web structured. In a sense, CSEs support searching parts of the web as if they were structured databases. You can search for values like the employer of a person. It is free, of course. (See some examples below.) This fact is still little-known, and we want to promote it since it is free and beneficial.

There is no other tool capable of doing so at scale.

The material below covers three slides of my 90-slide CSE webinar coming up shortly (this Wednesday).

Here are three new CSEs along with example searches and 40 previously published ones.

#1. CSE SpeakerHub  – find speakers


#2. CSE RocketReach – find corporate email formats


#3. CSE Women Issues– find online content

Please do not miss the fully updated lecture I am giving on Wednesday, July 1st, “How to Become a Custom Search Engines Expert”.

I will also be presenting a workshop at Sourcing Summit Global – July 6-9. I am giving two other talks as well.

Your comments are welcome!

Custom Search Boolean Formula

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I have run across Boolean Cookies (the ones you eat). Going to order some!

Discoveries await you if you study Google Custom Search Engines. Very interestingly, as I have determined bases on tests, Custom Search Engine more: operators support a different order of Boolean operators compared to Google.

  • On Google, ORs have the highest priority
  • On CSEs, ANDs have the highest priority.

Consider an example:


It is a search for people with a job title containing:

(microsoft AND developer) OR (google AND lead) OR (amazon AND manager).

In most practical cases, Google’s order of Boolean operations suits us. However, there are some instances where you want ANDs to be a priority. For example, if you know job titles specific to companies, you can be searching for:

  • Associate Partner at IBM OR Senior Manager at Accenture
  • Vice President at Wells Fargo Bank OR Senior Developer at LinkedIn

I will be running a Custom Search Engine at Sourcing Summit Virtual – coming up soon. You must join us!


How to Visually Find Certified Professionals

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In Platonic philosophy, Anamnesis is the idea that humans possess innate knowledge (perhaps acquired before birth) and that learning consists of rediscovering that knowledge from within.

Sometimes, when I run into seemingly new sourcing methods, it seems like I knew them before and now remembered. Of course, part of it could be recalling a clever blog post in relation to the current challenge. 🙂

This just came up for me, in response to someone’s question about searching for AWS certification holders. Here is an approach that works great now, but didn’t 8-10 years ago (when I likely read about it) because fewer of certification logos were displayed anywhere.

Reverse-image-search using someone’s certification logo and find others:

Make sure to try Yandex reverse image search – it’s the top one currently.

If you still didn’t get the OLSD Digital Pass – stop procrastinating and make your work life easier and more fun! We had shared a zillion hacks like the above, the seven of us.

And if you are looking to attend a live event – there has never been an event better that Sourcing Summit Virtual, taking place July 6-9, 2020. (Trust me!) I will be presenting there.
Get your ticket at and please share with your colleagues!


Massive Discovery of Work Emails

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Here is how to get hundreds of target email addresses in a short time without spending anything.

First, identify, by X-Raying the contact database, companies with a 100% format use. In my case, it is Healthcare companies in NYC. After I scrape a list from a Google search, it looks like this:

Now, if I know that someone with the right job title who lives in NYC, has over two years of experience, and works for one of these employers, I need to only have their name to be sure that I can reach them by email.

I search on LinkedIn for a Boolean OR of employers, which in my case looks like this:

I combine it with my target job titles = “registered nurse” OR “clinical research coordinator”, the NYC location, two-plus years of experience, and one-plus years at the current employer. For all these people, I am confident that they have a high chance to match and that I can reach them.

Here is one such search:

I have spent about two hours finding employers, scraping names, cleaning and manipulating data in Excel, built my string in our LinkedIn String Builder, scraped it for names and employers, and got 874 potential candidates I can reach with a close to 100% certainty. (Where else can you get that sort of ROI?) Now I can decide to either work outside of LinkedIn and email them or upload them to Recruiter and message from there. Note that I do not need to be on LinkedIn to email them.

Lesson learned, corporate recruiters: messing up your company email formats is an excellent way to retain employees! 😉 I haven’t seen this methodology mentioned before.

Get a recording of our workshop How to Find Anyone’s Contact Info for multiple demos addressing real-life requirements, including ways to reach out, and one month of online support on all your sourcing questions.



Boolean Strings for Building Email Lists

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What follows is a how-to post.

Being short of InMails while sourcing in an industry, where those few who are on LinkedIn never open InMails, is a challenge. Emails have a better response rate and often, instant replies, at least in my experience recruiting Registered Nurses.

I am not going to talk about email-finding tools – there are plenty of informative blogs on that. I would like to expand on the concept of my last few posts.

If you have a list of email addresses, for many, you can find out who these people are professionally, filter down to your requirements, and contact for free.

For every new position I source, email collection is one of the first things I do after having gathered intelligence on terminology, job titles, companies, and anything relevant.

For the collection, I use two tools, both developed by my partner Julia Tverskaya, a Sourcer who codes, (who is in Wikipedia, by the way – how many of us are?):

1. Chrome Extension Email Extractor

The beauty of the tool is that it can follow you to every page you visit, collect emails from the source code, and keep adding to its list until you ask it to stop and copy to clipboard (make sure to mark that in the options). It has a superior extraction algorithm. The output list is deduplicated.

This morning, Julia has added two new useful options:

a) Alphabetize results

b) (Handy!) remove non-personal emails like [email protected], [email protected], [email protected], [email protected], etc. Anyone who has done email collecting knows that cleaning up lists is a headache, and it’s a big help.

2. Online Email Extractor

Paste your text, extract emails.

The reason I need both tools is that the extension doesn’t work on PDF files, so for them, I copy the full content, paste it into the second tool, and copy the output.

I merge and deduplicate the two lists.

Now, off to Google. I construct all sorts of search strings to capture emails right from results pages. Remember, any search would get no more than 300, maybe, 400 results, so variations are in order.

It is boring, but for the best outcome, you need to be methodical. (I am not, but I force myself.) Put on your favorite background music and sit in a comfortable chair.

Here are some string components I use to pull out emails from snippets, on most Google results. They are optimized for email addresses to be included in snippets.

As attractive as it may seem, do not use these substrings in OR combinations – use them individually for a much better outcome. Combine each of the terms with a variation of professional words, and keep the email collector running. If some of the results are PDF files, use the other tool. Notice every result that looks interesting based on its snippet and investigate the site.

There are some creative “exotic” searches you may think of that in practice do or don’t produce much. Anything is worth a try, though.

This list is far not exhaustive. Let me know of other good ones!

  • “” (this is “the king” keyword, so you may want to vary the other part of your search, such as job titles and locations, to find more)
  • “”
  • “”
  • “” (you can add other free domains if you want to be thorough)
  • “email me * *”
  • “me at * *”
  • “email * * com”
  • “email * * org”
  • “email * * edu” (do the same with country domains if you need)
  • “e-mail”
  • “email * * <company email domain>”
  • “email” “<company email domain>”
  • two company email domains
  • “” “<company email domain>”
  • -“at http” -“at www”  -“at https” “<company email domain>”
  • this one is exotic; however, it performs impressively well, depending on the company – email “david.*” I used the fact that many emails have the format [email protected]. Here, lovers of ORs, celebrate! If results are slim, it’s fine to include an OR of popular names in one string.
  • same as above but include one name and an OR of companies
  • and this is even wilder – I am now skipping the email domain altogether: email “david.*.*.com” healthcare.
    Here is what the results look like. The search can be narrowed down in various ways to continue producing new results.

The most productive are LinkedIn X-Ray searches since I can instantly reach the identified people with the knowledge of their professional background. The most volume comes from open-ended searches, with no sites specified, and X-Raying “interesting” sites that show up.

It also helps to add the words association, directory, and list – one at a time – to the string.

Note that you needn’t worry if you capture a school parent list or a basketball team roster. It costs nothing to keep emails, and filtering will remove false positives.

Tip: Don’t make additional, “professional,” part of the string too long because emails will stop showing up in snippets. Experiment, and you will see the right balance.

Any searches are useful, but it’s best to shoot for 100-300 results in each.

I am confident that this approach will significantly increase your outreach for any open position. It’s easy to follow; if you try it out, let me know how it works out. It is the easiest if you have a Recruiter subscription but y

If you are interested in other methodologies, get the recording of the latest Find Anyone’s Contact Info Workshop.







How to Find and Take Advantage of 100% Used Email Format

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We all know that contact-finding is a big deal in Recruitment.

I have recently started to pay attention to companies that have a 100% followed email format such as [email protected] Those companies are my friends! If I have an employee’s first and last name, I can confidently construct his or her email address.

I use this knowledge in two ways. (Note that I do utilize LinkedIn on the way but I don’t when contacting prospects).

1. For companies on my target list that are 100% email-disciplined, I collect first and last names of people with the necessary job titles, put them into Excel, and generate addresses with a formula.

LinkedIn is the easiest to search, but it has a tiny percentage of RNs, so I also Google, X-Ray Zoominfo, RocketReach, Facebook, specialized sites like Healthgrades, and association sites. It’s usually possible to collect thousands of records for a large employer and hundreds for smaller.

(Where and how to collect names is a separate matter and could fill more than one blog post. One way is to X-Ray a relevant site and scrape names from results. Facebook is also a great source.)

Once I have a list of names, I Excel-formula-generate everyone’s emails following the formats. There is always a need to brush up the input to be exactly first and last names, but it can be done in a few minutes. I dispose of records that don’t have both.

Now, for each person on the list, I have a choice:

a) InMail them from Recruiter, without spending InMail points (could be a better version for interaction tracking; doesn’t expose my company since the emails come from a LI return address). I tag the records on import to be able to locate them.

b) Email (could work better in deliverability – especially to Gmail – and response rate; better email tracking – see when emails are opened, for example).

I usually combine a) and b), especially for excellent matches.

2. I search on LinkedIn – or elsewhere – for the right titles and locations AND employees of these companies. I can then be sure for each person in the results what his or her work email is, and again can either “InMail-email” or just email.

In my current search for RNs in NYC and Indianapolis, two of many email-friendly companies are Mount Sinai Hospital and Eskenazi Health. If Jane Doe works at Eskenazi Health in Indianapolis, her email is [email protected].

I started wondering, how do I find other companies in my target industry or profession and location that also have a 100%-followed email format? I came up with a simple Google search that X-Rays RocketReach, a rich contact-finding database, and provides the answers. Here is an example search: being used 100.0% of the time “indianapolis” RN.

(To get most results, remember not to use OR in your queries. It is particularly important in these searches.)

Verify your results by Googling for email format <company name> before you proceed.

You can confidently reach thousands of potential employees in a few hours of work!

To learn high ROI sourcing techniques like this, I highly recommend signing up for the popular workshop Sourcing without LinkedIn coming up on Wednesday, June 17th. Seating is limited (and you know what that means!)

I will say more about the above technique in another post soon. 😉




Profile Export Hack in Recruiter

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LinkedIn loves its import. It lets us upload phone books, contact lists, resumes, salaries, identify professional relationships, job hunt preferences, company information, and more. Import has been the most reliable function in my experience with Recruiter.

But LinkedIn allows almost no export. Its PDF profile export loses part of profile information. No lists can be exported. It is a matter of major inconvenience for Sourcers.

To add to that, LinkedIn fights against scraping. More than one blog post has angrily called LinkedIn a “walled garden”. More than one tool had to shut down after a “cease and desist” from LinkedIn’s lawyers.

What I want to share is that I ran into a “better” profile export in Recruiter.

Instead of Saving to PDF, Print profile to a PDF file. That is it. The export does not only have more information, but it is also full of links. It even keeps a link to the original search. It’s a copy of the profile page. A PDF print of a profile looks like this:

Hope you like it 🙂

If you are a Recruiter subscriber, please join us at the upcoming webinar Mastering LinkedIn Recruiter on Wednesday, June 24 << Note the new date! You will not find the essential material we will cover in LinkedIn help or anywhere else. One month of support, limited seating.