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These directories are different if there is an addition to the last name, like a certification or degree abbreviation. The “see others named” links appear on public profiles when there is a /pub/dir directory. However, there is a subtlety that may lead you to finding non-unique names with the string. (I came up with the search first, considered it fun but perfectly useless, and then thought of its application I am describing.) How do you find unique names? Since LinkedIn has the phrasing “see others named” on public profiles if other profiles with the same name exist, I first thought that this X-Ray would bring up unique names: Running a few sample sets will test the aggregator. Enter a long OR string of the names (use a copy of LinkedIn Boolean Builder also, try the resulting search string on LinkedIn itself to verify that each name finds just one profile). Hopefully, the aggregator will allow to mass-search for these professionals.

A match? Compare the rest of the data to see if the companies and titles match those on LinkedIn or whether they are outdated in the aggregator.

No results? The person is not in the database.

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If a combination is unique (or even unique only in a given industry and location), then searching by the full name within an aggregator will reveal:

My idea is to run searches for unique names. How complete is the coverage (for your target audience)?.When assessing a people aggregator like SeekOut, Entelo, AmazingHiring, HireEZ, and others, or even the general-purpose Zoominfo, two points are critical: If you are hiring IT talent, give it a try. Incidentally, the webinar’s sponsor is AmazingHiring, a tool that helps to uncover technical talent based on multiple sources. Wednesday, August 31st at 17:00 CEST / 8 a.m.

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If you think you would benefit from sourcing ideas and practical advice on how to uncover untapped technical talent, join Master Sourcer David Galley for a unique free webinarġ0 Essential Steps for Sourcing “Invisible” IT Talent I would also have a good guess at the years of experience with the language if they used it at past jobs. So, if I search on LinkedIn and find Developers at Shopify with no summaries and no recent job descriptions (a turn-off for Recruiters!) but Ruby in the skills or past job experience, I can safely assume that they currently use Ruby. It looked like it was the language of choice for the team. There is a good chance all Developers on the team use it, whether they have been vocal about it or not.Īs a simple example, running a recent sourcing project, I saw many North-American Developers at Shopify write in Ruby. Do your research and find which companies or teams use the required technology. But that is not the only way to tap into that hidden talent pool. It finds prospects who did not fully reveal their professional background on any one platform. My followers know I have been obsessed with cross-referencing profiles, in particular, in technical recruiting, Github and LinkedIn (only because it works!). Meanwhile, you can search by the job title on LinkedIn, but a significant percentage of professionals with the requested programming language skills (who are popular on Github) have barely mentioned the language name on LinkedIn.Ĭombining knowledge and data from several sources uncovers “invisible” talent.

Staying on Github, you won’t know that user profiles do not even have a field for the job title.

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But many Github members do not write code for a living – they are students, professors, retirees, managers who miss coding, and so on. You can search by (“preferred”) programming language and location on Github.

Search on – or X-Ray – LinkedIn, Github, Gitlab, dev.to, Stackoverflow, HackerRank, Reddit, Slack, Discord, or Twitter – and you will still miss them.Ĭonsider this.

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No matter how long and complex Boolean you write, it will miss a significant percentage of qualified Software Developer candidates.

Boolean search generator