# How to source candidates online (without Boolean strings)

Source: https://talent.kudoswall.com/resources/how-to-source-candidates-online

Sourcing is finding people who could fit a role. Screening is ranking the CVs you already have. Most recruiters conflate the two and waste hours on Boolean strings when they should be contacting matched candidates.

## Four-step sourcing workflow

1. **Write the job description** — Must-haves, nice-to-haves, seniority, location. Paste it as-is; no search string required.
2. **Search Talent Discovery** — HaiTalent matches the JD against **750,000+ anonymized KudosWall resumes** (select cities in India). Semantic search understands synonyms — "AWS" matches "Amazon Web Services."
3. **Review the shortlist** — Match scores, skill gaps, and interview questions. A recruiter decides who advances. HaiTalent does not auto-reject.
4. **Contact via WhatsApp** — Reach interested candidates directly. No job-posting wait, no inbox full of unqualified applications.

Start here: https://talent.kudoswall.com/find-talent

## When to use job boards instead

Naukri, LinkedIn, and Indeed still work for active applicants and employer-brand reach. Use them when you need volume from people actively looking. Use Talent Discovery when you need to find people who have not applied — passive candidates with verified KudosWall profiles.

After downloading a ZIP from any job board, HaiTalent screens it the same way — paste the JD, upload once, review the ranked list.

## Not Boolean

Boolean (AND, OR, NOT) finds people inside a database. It is a sourcing tactic, not a screening tactic. Once CVs exist, semantic matching against the JD is faster and more accurate than another keyword string.

Related: https://talent.kudoswall.com/resources/boolean-search-recruiters-guide