Describe the hire. Get the search.
BooleanOS turns natural-language hiring requirements and job descriptions into recruiter-ready search strategy without making you learn its internal machinery. Review what it understood, correct the criteria, choose your breadth, and compile the search for the platform you actually use.
Search strategy, not just string concatenation.
BooleanOS keeps hiring requirements separate from optional discovery expansion, preserves verification-sensitive clearance handling, and produces different query shapes for different search engines instead of pretending one Boolean string works everywhere.
1 · Describe
Paste a hiring need or upload a supported JD. Smart mode handles natural language; Advanced mode exposes recruiter-native OR / AND / NOT controls.
2 · Review
See required, preferred, ambiguous, location, credentials, and search suggestions before they affect the query.
3 · Search
Switch platform, breadth, or search approach and BooleanOS recompiles the query for that surface.
One recommended search first. Deeper strategy when you need it.
Search breadth
Precision, Balanced, and Market Map let you change recall without rebuilding the role from scratch.
Alternative approaches
Move between title-led, skill-led, evidence, adjacent-title, and donor-company approaches when the obvious search is not enough.
Destination-native controls
LinkedIn Recruiter can use native titles, locations, experience, company, workplace, industry, seniority, and source-backed qualification controls instead of forcing every criterion into Boolean.
Recruiter control
Suggested discovery terms stay suggestions until you choose them. Sensitive or uncertain information is not silently promoted into a hiring requirement.
Try a reviewed role example
Start from a preloaded brief, inspect the strategy, then edit it into your own requisition.
When the Boolean is ready, the sourcing work is just beginning.
BooleanOS is the free search-strategy surface. SourcingOS continues the same role into source execution, candidate discovery, evidence review, Candidate 360, and recruiter-controlled learning.