<h2>Introduction</h2>
In recent years, the landscape of work has transformed dramatically, driven by technological advancements and changing attitudes toward workplace flexibility. The traditional notion of work confined within office spaces has given way to the rising prevalence of remote work, a phenomenon rapidly gaining traction worldwide, especially during the midst of the COVID-19 Pandemic wherein many organizations had to practice social distancing measures for everyone&rsquo;s health and safety.&nbsp;
This shift toward remote work is not a fleeting trend but a fundamental reimagining of how and where work is conducted. Enabled by digital connectivity and fueled by the desire for greater work-life balance, remote work or at least hybrid work has become a cornerstone of modern work culture.
<h2>Remote Work Trends in Talent Acquisition</h2>
The realm of talent acquisition is undergoing a profound transformation, propelled by the influence of remote work trends. Traditional recruitment strategies, once centered around geographical proximity and office-based work, are now giving way to a more globalized and decentralized approach.&nbsp;
The advent of remote work has fundamentally altered the way organizations approach talent acquisition. No longer bound by location constraints, employers now have access to a vast talent pool spanning around the globe. This expanded reach has paved the way for more diverse hiring practices, allowing companies to tap into multiple talent pools regardless of geographical boundaries.&nbsp;
Moreover, remote work has democratized opportunities for both employers and employees. With the rise of digital platforms and virtual communication tools, with the likes of Zoom and Google Meet, the recruitment process has become more accessible and streamlined. Job seekers can now connect with prospective employers from anywhere in the world, while companies can cast a wider net in their search for top talent.
<h2>Impact on the US and Europe</h2>
The emergence of remote work as a mainstream employment model has had a pronounced impact on talent acquisition strategies, especially in high-salary countries, like the US and in European countries, where competition for skilled professionals is fierce. These nations, often characterized by robust economies and well-established industries, are increasingly turning to remote work as a means of accessing a broader and more diverse talent pool.
Implementing remote work strategies has opened the eyes of many employers and made them realize how much talent there is available outside of their countries. More and more companies are embracing Global Talent by hiring new team members in countries with good talent pools and lower labor costs.
<h2>Benefits of Hiring Global Talent</h2>
In today's dynamic business landscape, the benefits of hiring global talent extend far beyond mere convenience. Companies that embrace remote work and hire abroad stand to gain a multitude of advantages that contribute to their overall success and competitiveness, including:
<ol>
<li style="font-weight: 400;" aria-level="1">Increased Access to Diverse Talent: Remote work transcends geographical boundaries, enabling companies to access a diverse talent pool spanning different regions, cultures, and backgrounds. By casting a wider net in their recruitment efforts, organizations can tap into a wealth of skills and perspectives that may not be readily available in their local labor markets. </li>
<li style="font-weight: 400;" aria-level="1">Cost Savings: Remote work offers significant cost-saving opportunities for companies, particularly in regions like the US and Europe where salaries and overhead expenses can be substantial. By reducing or eliminating the need for physical office spaces, utilities, and associated overhead costs, companies can achieve substantial savings that can be reinvested into other areas of the business. </li>
<li style="font-weight: 400;" aria-level="1">Improved Employee Satisfaction: Remote work provides employees with greater flexibility and autonomy over their work schedules, leading to higher levels of job satisfaction and morale. Employees appreciate the freedom to work from the comfort of their own homes or from locations of their choosing, which can contribute to increased productivity and engagement.</li>
</ol>
The benefits of hiring global talent are numerous and far-reaching. From accessing diverse talent pools to realizing cost savings and fostering improved employee satisfaction, remote work offers companies a strategic advantage in today's competitive business environment. By embracing remote work as a core component of their workforce strategy, companies can unlock new opportunities for growth and innovation while driving organizational success.
<h2>Challenges of Hiring Global Talent &amp; Distributed Teams and its Solutions</h2>
While the benefits of hiring global talent are abundant, organizations must also contend with a unique set of challenges inherent in managing a distributed workforce. From communication barriers to cultural differences, navigating the complexities of remote work requires careful consideration and proactive strategies.&nbsp;
These challenges include:
<ol>
<li style="font-weight: 400;" aria-level="1">Communication Barriers: Effective communication is the cornerstone of successful remote work arrangements. However, remote teams may face challenges related to asynchronous communication, time zone differences, and reliance on digital communication tools. Misunderstandings and miscommunications can arise when verbal cues and body language are absent, necessitating clear and concise communication strategies to bridge the gap. 
<ul>
<li style="font-weight: 400;" aria-level="1">Solution: Organizations can mitigate communication barriers by establishing clear communication protocols, leveraging a variety of communication channels (e.g., email, video conferencing, instant messaging), and providing training on effective remote communication practices. Emphasizing transparency, active listening, and timely feedback can help foster a culture of open communication within remote teams. </li>
</ul>
</li>
<li>Cultural Differences: Remote teams often consist of individuals from diverse cultural backgrounds, each bringing their own set of norms, values, and communication styles to the table. Cultural differences can lead to misunderstandings, conflicts, and challenges in collaboration if not properly addressed. Building cultural awareness and fostering inclusivity is essential for promoting understanding and cohesion within remote teams. 
<ul>
<li style="font-weight: 400;" aria-level="2">Solution: Building cultural competence among team members is key to navigating cultural differences in remote teams. Organizations can promote cultural awareness through diversity training, cross-cultural communication workshops, and fostering a culture of inclusivity and respect. Encouraging open dialogue and valuing diverse perspectives can help bridge cultural divides and promote collaboration among team members. </li>
</ul>
</li>
<li>Maintaining Team Cohesion: Remote work can pose challenges in fostering a sense of belonging and camaraderie among team members who may be physically dispersed. Without regular face-to-face interactions, remote teams may struggle to develop strong interpersonal relationships and a shared sense of purpose. Proactive efforts to build team cohesion through virtual team-building activities, regular check-ins, and fostering a supportive work culture are essential for mitigating feelings of isolation and fostering a sense of belonging. 
<ul>
<li>Solution: To maintain team cohesion in a remote work environment, organizations should prioritize opportunities for virtual team bonding and relationship-building. This can include regular team meetings, virtual coffee chats, team-building exercises, and social events. Cultivating a sense of community and shared purpose through shared goals, values, and rituals can help remote teams feel connected and motivated to collaborate effectively.</li>
</ul>
</li>
</ol>
While remote work offers numerous benefits, it also presents challenges that must be addressed to ensure the success of remote teams. By proactively addressing communication barriers, and cultural differences, and maintaining team cohesion, organizations can unlock the full potential of remote work and foster a thriving remote work culture. 
<h2>Importance of Remote Work Strategies</h2>
In today's increasingly remote-friendly work environment, the establishment of well-defined remote work strategies is essential for organizations looking to effectively navigate talent acquisition and integrate remote workers into existing teams. Your strategy serves as guiding principles that outline expectations, responsibilities, and procedures related to remote work, ensuring clarity, consistency, and fairness for both employers and employees.
A well-defined remote work strategy can be a powerful tool for attracting top talent in a competitive job market and expanding access to a diverse global talent pool. 
Moreover, remote work strategies play a critical role in talent acquisition and the seamless integration of remote workers into existing teams. Having a well-defined remote work strategy facilitates effective communication, collaboration, cultural integration, team building, and performance management, enabling remote workers to thrive in a remote work environment while contributing to organizational success. One big mindset shift for a lot of companies is a stronger focus on output instead of input. Trying to track input (hours clocked etc.) in a remote setting can become very overwhelming. In most scenarios, it makes more sense to set targets for the output and measure the performance against those targets. Ideally, your remote work strategy sets the tone and defines how targets are being set, measured, and if needed adjusted. 
<h2>Conclusion</h2>
As organizations navigate the complexities of talent acquisition in an era of remote work and global talent, the establishment of robust remote work strategies emerges as a critical component of their success. From accessing global talent pools to driving cost savings and improving employee satisfaction, the benefits of remote work and global talent are undeniable, despite some persisting challenges concerning remote work.
The future trajectory of remote work appears to be promising. As remote work and global talent continue to gain traction, organizations must prioritize the development and implementation of well-defined remote work strategies that align with their talent acquisition strategies. By embracing remote work as a strategic imperative and investing in the necessary infrastructure, technology, and support systems, organizations can unlock new opportunities for growth, innovation, and success in an increasingly interconnected world.
Remote work strategies are not merely a response to current trends but an imperative for organizations seeking to thrive in the digital age. By prioritizing remote work strategies, organizations can harness the full potential of remote work to attract top talent, drive organizational performance, remain competitive and future-ready, and, more importantly, achieve long-term success in the evolving world of work.

The rise in remote work reshapes talent acquisition, highlighting benefits, challenges, and the need for strong strategies to attract global talent.

The Role of Remote Work in Talent Acquisition

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<h2>What are Boolean Search Strings?</h2>
Boolean search strings are combinations of keywords and Boolean operators used to refine and improve search results in a database or search engine. Boolean operators are logical connectors that allow you to combine or exclude specific terms or phrases in your search query. The primary Boolean operators are AND, OR, and NOT. &nbsp; &nbsp; &nbsp; &nbsp;&nbsp; AND: When used between keywords or phrases, the AND operator narrows the search by only returning results that include both terms. For example, "dogs AND cats" will return results that contain both "dogs" and "cats." &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;&nbsp; <img src="https://cms.talmore.co/assets/ed5eee4d-9b7c-476a-8dba-a4000c67d910?width=960&amp;height=540" alt="Venn Diagram of an AND Operator" /> &nbsp; &nbsp; &nbsp; &nbsp;&nbsp; OR: The OR operator broadens the search by returning results that include either term or both terms. For example, "dogs OR cats" will return results that contain "dogs," "cats," or both "dogs" and "cats." &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;&nbsp; <img src="https://cms.talmore.co/assets/663d91c2-a2b8-47b8-930d-b62b0dec3fd9?width=960&amp;height=540" alt="Venn Diagram of an OR Operator" /> &nbsp; &nbsp; &nbsp; &nbsp;&nbsp; NOT: The NOT operator excludes specific terms from the search results. For example, "dogs NOT cats" will return results that contain "dogs" but exclude any results that also contain "cats." &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;&nbsp; <img src="https://cms.talmore.co/assets/7a66bd84-8e5b-4625-bbfb-3ce3fa1bb245?width=960&amp;height=540" alt="Venn Diagram of an NOT Operator" /> &nbsp; &nbsp; &nbsp; &nbsp;&nbsp; Additionally, you can use parentheses to group terms or phrases, which helps in creating more complex search queries. For example, "dogs AND (cats OR birds)" will return results that contain "dogs" and either "cats" or "birds." &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;&nbsp; <img src="https://cms.talmore.co/assets/076daea6-cf4f-44d0-8288-6a43c85a093d?width=960&amp;height=540" alt="Venn Diagram of dogs AND (cats OR birds)" /> &nbsp; &nbsp; &nbsp; &nbsp;&nbsp; Using Boolean search strings can help you find more accurate and relevant information by allowing you to be more specific and strategic with your search queries.
<h2>Where are Boolean Search Strings used?</h2>
Boolean Search Strings are always used in the context of search. Some of the common use cases include:
Recruitment and Talent Sourcing: Recruiters and Sourcers often use Boolean search strings to find suitable candidates on online platforms (e.g. LinkedIn), or other online databases. By combining skill sets, job titles, and location filters with Boolean operators, recruiters can identify potential candidates more effectively.
Sales and Lead Development: Lead Development Representatives (LDRs) and Sales Development Representatives (SDRs) often use Boolean search strings to find suitable prospects on online platforms (e.g. LinkedIn), or other online databases. By combining job titles, and location filters with Boolean operators, salespeople can identify potential leads more effectively.
Research: Boolean search strings help researchers narrow down search results to find relevant articles, studies, or resources quickly. By combining keywords with Boolean operators, researchers can focus on specific topics or exclude unrelated information.
Competitive Analysis: Companies can use Boolean search strings to monitor their competitors, industry trends, or customer feedback. By combining brand names, product names, or industry terms with specific keywords, businesses can gain valuable insights into their competition and marketplace.
Social Media Monitoring: Boolean search strings can be used to monitor social media conversations, brand mentions, or customer sentiment. By combining brand names, product names, or specific hashtags with Boolean operators, businesses can track and analyze relevant social media content.
Library and Database Searches: Librarians and researchers often use Boolean search strings to find specific books, articles, or resources within library catalogs or online databases. By combining subject terms, author names, or publication dates with Boolean operators, users can quickly locate the desired material.
Online Marketing and SEO: Digital marketers and SEO professionals can use Boolean search strings to identify relevant keywords, assess competitors' strategies, or find link-building opportunities. By combining specific keywords or search queries with Boolean operators, marketers can improve their online visibility and reach.
<h2>How to build Boolean Search Strings?</h2>
Building effective Boolean search strings requires a clear understanding of the information you're seeking and the use of Boolean operators to combine keywords and phrases. Let's look at the example of sourcing candidates for a Software Developer job opening.
<h3>Identifying keywords for your Boolean Search Strings</h3>
Determine the essential keywords or phrases relevant to your search. These could include job titles, skill sets, industry terms, company names, or any other relevant words.
<h3>Choosing the Boolean operators for your Boolean Search Strings</h3>
Use the AND, OR, and NOT operators to refine your search by connecting your keywords and phrases in a logical manner. &nbsp; &nbsp;&nbsp; AND narrows your search by returning results that include all connected terms. Example: "dogs AND cats" will return results that contain both "dogs" and "cats."
OR broadens your search by returning results that include either term or both terms. Example: "dogs OR cats" will return results that contain "dogs," "cats," or both "dogs" and "cats." &nbsp;
NOT excludes specific terms from your search results. Example: "dogs NOT cats" will return results that contain "dogs" but exclude any results that also contain "cats." &nbsp; &nbsp;&nbsp; Use parentheses to group terms: If you need to create more complex search queries, you can use parentheses to group terms or phrases. For example, "dogs AND (cats OR birds)" will return results that contain "dogs" and either "cats" or "birds." &nbsp; &nbsp;&nbsp; Use quotation marks for exact phrases: If you want to search for an exact phrase, enclose the phrase in quotation marks. For example, "project manager" will return results that contain the exact phrase "project manager" rather than results containing "project" and "manager" separately. &nbsp; &nbsp;&nbsp; Use wildcards or truncation: If you want to search for variations of a keyword, use wildcard symbols (like * or ?) to represent any number of characters or just a single character, respectively. For example, "manag*" will return results containing "manage," "manager," "management," etc. &nbsp; &nbsp;&nbsp; Here's an example of a Boolean search string for a recruiter looking for a software engineer with Java or Python experience, but not Ruby experience: &nbsp;
"software engineer" AND (Java OR Python) NOT Ruby &nbsp; &nbsp;&nbsp; Remember, different search engines or databases may have specific syntax requirements or support different Boolean operators. Be sure to consult the search engine's or database's help documentation for any specific requirements.
<h2>Introducing the Talmore Search Builder</h2>
Creating good Boolean Search Strings and keeping track of them can become very messy. This is why we built the Talmore Search Builder. This allows our team to easily produce good and correct Boolean Search Strings. Furthermore, it is already set up to help our team to go through an Iterative Search Approach. &nbsp;&nbsp; Our team classifies keywords into three categories:
<ol>
<li>Must-Haves: Keywords that any candidate has to have on their CV/profile to be considered a potential fit for the role we are working on.</li>
<li>Nice-to-Haves: Keywords that an ideal candidate will have on their CV/profile but are not necessary to be considered a fit for the role we are working on. &nbsp;</li>
<li>Exclusions: Keywords that should not exist on a candidate's CV/profile to be considered a potential fit for the role we are working on.</li>
</ol>
The logic in our Talmore Search Builder is that every row represents a group of keywords connected by an OR operator. Think about them as being synonyms for each other.
Rows are being connected by either an AND or a NOT operator depending on which category the keywords fall under.
The Must-Haves should be entered in the top rows. This way our Talmore Search Builder automatically creates for the basis to run an Iterative Search Approach.
Here is a quick Video Walk-Through on how to use the Search Builder:
<iframe title="YouTube video player" src="https://www.youtube.com/embed/2ymfYQ7_vCU" width="560" height="315" frameborder="0" allowfullscreen="allowfullscreen"></iframe>
Sign up here for our newsletter to get the link to the Talmore Search Builder Google Sheet: <a href="https://newsletter.talmore.co/signup-tsb" target="_blank" rel="noopener">https://newsletter.talmore.co/signup-tsb</a>
&nbsp;

Harness the power of Boolean Search Strings for precise results. Simplify your searches with Talmore Search Builder.

Boolean Search Strings & the Talmore Search Builder

<h2>Why should I set up a new &ldquo;burner&rdquo; domain before starting to email cold leads?</h2>
The first thing you need when you are planning to start with cold outreach is to set up a new domain and mailbox that is separate from the existing one you use to communicate with your team and clients. The main reason for doing so is to protect your main domain from any potential impact on its reputation. What happens if a domain&rsquo;s reputation is bad? Spam filters block emails sent from those domains, land them in spam folders or even put the sender on a blacklist.
Just imagine how annoying it would be if your employees and customers are not receiving your emails anymore because they are landing in their spam folders. Be smart, don&rsquo;t risk it, and keep reading! Here are the steps for you to de-risk cold outreach.
<h2>1. Buy a new domain</h2>
There are endless providers to buy a new domain and from an outreach point of view, it really doesn&rsquo;t matter which one you choose. Here are some well-known options:
<ul>
<li style="font-weight: 400;" aria-level="1"><a href="https://www.namecheap.com/" target="_blank" rel="noopener">Namecheap</a></li>
<li style="font-weight: 400;" aria-level="1"><a href="https://domains.google/" target="_blank" rel="noopener">Google Domains</a></li>
<li style="font-weight: 400;" aria-level="1"><a href="https://www.godaddy.com/" target="_blank" rel="noopener">GoDaddy</a></li>
</ul>
What does matter is the name you choose. Look for available domains that are close to your main business domain. This reduces the chance of leads being confused by different names. You could for example look for the same domain name but with another TLD.
For example, we are using talmore.io for our outreach campaigns and use talmore.co as our main business domain.
You can get cookie points for buying a second-hand domain that&rsquo;s one year old or even older. To spam filters, domain age matters. They are especially suspicious of fresh domains used for outreach. This makes a lot of sense since spammers tend to use newly created domains. So in general, the older the domain, the better. But don&rsquo;t forget to check the domain&rsquo;s reputation before buying it.
You can use tools like <a href="https://talosintelligence.com/" target="_blank" rel="noopener">Talos</a> and <a href="https://mxtoolbox.com/blacklists.aspx" target="_blank" rel="noopener">MX Toolbox</a> to find out the domain&rsquo;s reputation and whether it&rsquo;s blacklisted.
<h2>2. Connect domain &amp; email hosting server</h2>
Now we need to point your new outreach domain to the email server of your choice. If your domain and hosting come from the same provider you can usually connect them with a few clicks. If you bought your domain from a different provider than the email hosting then you have to follow the steps below:
<ol>
<li style="font-weight: 400;" aria-level="1">Copy the nameservers from your email hoster</li>
<li style="font-weight: 400;" aria-level="1">Log into your domain provider</li>
<li style="font-weight: 400;" aria-level="1">Go to your DNS settings</li>
<li style="font-weight: 400;" aria-level="1">Paste the nameservers and save</li>
</ol>
Here are some guides in case you are using Google Worksuite as your email provider:
<ul>
<li style="font-weight: 400;" aria-level="1"><a href="https://apps.google.com/supportwidget/articlehome?hl=en&amp;article_url=https%3A%2F%2Fsupport.google.com%2Fa%2Fanswer%2F87127%3Fhl%3Den&amp;assistant_event=welcome&amp;assistant_id=gsuitemxrecords-gixvmm&amp;product_context=87127&amp;product_name=UnuFlow&amp;trigger_context=a" target="_blank" rel="noopener">Namecheap</a></li>
<li style="font-weight: 400;" aria-level="1"><a href="https://apps.google.com/supportwidget/articlehome?hl=en&amp;article_url=https%3A%2F%2Fsupport.google.com%2Fa%2Fanswer%2F87127%3Fhl%3Den&amp;assistant_event=welcome&amp;assistant_id=gsuitemxrecords-gixvmm&amp;product_context=87127&amp;product_name=UnuFlow&amp;trigger_context=a" target="_blank" rel="noopener">Google Domains</a></li>
<li style="font-weight: 400;" aria-level="1"><a href="https://apps.google.com/supportwidget/articlehome?hl=en&amp;article_url=https%3A%2F%2Fsupport.google.com%2Fa%2Fanswer%2F87127%3Fhl%3Den&amp;assistant_event=welcome&amp;assistant_id=gsuitemxrecords-gixvmm&amp;product_context=87127&amp;product_name=UnuFlow&amp;trigger_context=a" target="_blank" rel="noopener">GoDaddy</a></li>
</ul>
<h2>3. Set up redirect for outreach domain</h2>
Leads might be curious and visit the domain after receiving an email from you. To make sure that they don&rsquo;t end up on a 404 or this domain is parked website we should set up a redirect to our main domain. Here are some guides on how to set up redirects for your domain:
<ul>
<li style="font-weight: 400;" aria-level="1"><a href="https://www.namecheap.com/support/knowledgebase/article.aspx/385/2237/how-to-redirect-a-url-for-a-domain/" target="_blank" rel="noopener">Namecheap</a></li>
<li style="font-weight: 400;" aria-level="1"><a href="https://support.google.com/domains/answer/4522141?hl=en" target="_blank" rel="noopener">Google Domains</a></li>
<li style="font-weight: 400;" aria-level="1"><a href="https://www.godaddy.com/help/forward-my-godaddy-domain-12123" target="_blank" rel="noopener">GoDaddy</a></li>
</ul>
<h2>4. Set up SPF, DKIM, and DMARC records</h2>
SPF, DKIM, and DMARC are security mechanisms that prevent scammers from sending forged emails on your behalf. Setting these up in the DNS records of your domain will increase the chance that emails from your domain are successfully delivered to leads&rsquo; inboxes and your domain&rsquo;s reputation stays intact.
<h3>Setting up SPF</h3>
Sender Policy Framework (SPF) is a security mechanism created to prevent spammers from sending emails on your behalf. The mechanism is all about communication between DNS servers. To simplify things: Let&rsquo;s say you&rsquo;ve sent an email to Carl. But how does Carl&rsquo;s DNS server know that the email was in fact sent by you? Without SPF records it doesn&rsquo;t have a way to know. SPF defines which IP addresses can be used to send emails from your domain.
Here are some guides for well-known email providers:
<ul>
<li style="font-weight: 400;" aria-level="1"><a href="https://apps.google.com/supportwidget/articlehome?hl=en&amp;article_url=https%3A%2F%2Fsupport.google.com%2Fa%2Fanswer%2F33786%3Fhl%3Den&amp;assistant_id=generic-unu&amp;product_context=33786&amp;product_name=UnuFlow&amp;trigger_context=a" target="_blank" rel="noopener">Google Worksuite</a></li>
<li style="font-weight: 400;" aria-level="1"><a href="https://learn.microsoft.com/en-us/microsoft-365/security/office-365-security/email-authentication-spf-configure?view=o365-worldwide" target="_blank" rel="noopener">Microsoft</a></li>
<li style="font-weight: 400;" aria-level="1"><a href="https://www.zoho.com/mail/help/adminconsole/spf-configuration.html" target="_blank" rel="noopener">Zoho</a></li>
</ul>
<h3>Setting up DKIM</h3>
DomainKeys Identified Mail (DKIM) standard has been created for the same reason as SPF. It&rsquo;s a way to additionally sign your emails in a way that will allow the recipient&rsquo;s server to check if the sender was really you or not. By setting DKIM on your DNS server, you&rsquo;re adding an additional way to tell your receivers &ldquo;yes, this email is really from me&rdquo;.The whole idea is based on encrypting and decrypting the additional signature, put in the <a href="https://support.google.com/mail/answer/22454?hl=en" target="_blank" rel="noopener">header </a>of your message. To make that possible, you need to have two keys:
<ol>
<li style="font-weight: 400;" aria-level="1">the private key (which is unique to your domain and available exclusively to you. It allows you to encrypt your signature in the header of your messages.)</li>
<li style="font-weight: 400;" aria-level="1">the public key (which you add to your DNS records using the DKIM standard, in order to allow your recipient&rsquo;s server to retrieve it and decrypt your hidden signature from the header of your message).</li>
</ol>
Here are some guides for well-known email providers:
<ul>
<li style="font-weight: 400;" aria-level="1"><a href="https://apps.google.com/supportwidget/articlehome?hl=en&amp;article_url=https%3A%2F%2Fsupport.google.com%2Fa%2Fanswer%2F174124%3Fhl%3Den&amp;assistant_id=generic-unu&amp;product_context=174124&amp;product_name=UnuFlow&amp;trigger_context=a" target="_blank" rel="noopener">Google Worksuite</a></li>
<li style="font-weight: 400;" aria-level="1"><a href="https://learn.microsoft.com/en-us/microsoft-365/security/office-365-security/email-authentication-dkim-configure?view=o365-worldwide" target="_blank" rel="noopener">Microsoft</a></li>
<li style="font-weight: 400;" aria-level="1"><a href="https://www.zoho.com/mail/help/adminconsole/dkim-configuration.html" target="_blank" rel="noopener">Zoho</a></li>
</ul>
<h3>Setting up DMARC</h3>
Domain-based Message Authentication, Reporting and Conformance (DMARC) is a protocol that is used to authenticate email messages and prevent domain spoofing and email phishing.&nbsp;
DMARC records are used to instruct email-receiving servers on how to handle emails that fail DMARC authentication. They are added to the DNS (Domain Name System) records of the sender's domain and contain information on how to handle emails that fail SPF (Sender Policy Framework) and/or DKIM (DomainKeys Identified Mail) checks.
Here are some guides for well-known email providers:
<ul>
<li style="font-weight: 400;" aria-level="1"><a href="https://apps.google.com/supportwidget/articlehome?hl=en&amp;article_url=https%3A%2F%2Fsupport.google.com%2Fa%2Fanswer%2F2466563%3Fhl%3Den&amp;assistant_id=generic-unu&amp;product_context=2466563&amp;product_name=UnuFlow&amp;trigger_context=a" target="_blank" rel="noopener">Google Worksuite</a></li>
<li style="font-weight: 400;" aria-level="1"><a href="https://learn.microsoft.com/en-us/microsoft-365/security/office-365-security/email-authentication-dmarc-configure?view=o365-worldwide" target="_blank" rel="noopener">Microsoft</a></li>
<li style="font-weight: 400;" aria-level="1"><a href="https://www.zoho.com/mail/help/adminconsole/dmarc-policy.html" target="_blank" rel="noopener">Zoho</a></li>
</ul>
<h2>5. Warm up your new domain and email address</h2>
Newly created domains have a neutral reputation by default. This means that spam filters will keep a close eye on it and could be alarmed when you suddenly send a large number of emails. A domain must earn a good reputation by sending and receiving emails first before you start sending emails at scale.
The process of increasing email communication over time for a new domain is called domain warmup. The idea is to send just a few emails a day from your outbound mailbox to addressees who you know will respond to you (e.g. family, friends, or colleagues). Keep in mind that if you have more than one mailbox on this domain, you have to warm up each of them separately.
We suggest you send 5-10 emails a day and increase the number slowly over time. To be sure that a domain is fully warmed up this domain warmup phase should last about three months.
There are a handful of tools out there that help you with warming up your email mailbox by sending, receiving, and replying to emails within their customer base. This allows them to monitor how many emails end up in spam and adjust the number of emails being sent over time. Beginning of 2023 Google started to crack down on all those services and it is becoming harder and harder to use tools to warm up email mailboxes using Google Worksuite these days.
Here are a few options:
<ul>
<li style="font-weight: 400;" aria-level="1"><a href="https://instantly.ai/" target="_blank" rel="noopener">Instantly.ai</a></li>
<li style="font-weight: 400;" aria-level="1"><a href="https://woodpecker.co/email-warm-up/?trk=cold_email_features-warmup_section-link" target="_blank" rel="noopener">Woodpecker</a></li>
<li style="font-weight: 400;" aria-level="1"><a href="https://www.lemwarm.com/" target="_blank" rel="noopener">lemwarm</a></li>
<li style="font-weight: 400;" aria-level="1"><a href="https://www.warmupinbox.com/" target="_blank" rel="noopener">Warmupinbox</a></li>
<li style="font-weight: 400;" aria-level="1"><a href="https://www.warmbox.ai/" target="_blank" rel="noopener">Warmbox</a></li>
</ul>
While your domain is warming up, there are a few things you should take care of:
<ol>
<li style="font-weight: 400;" aria-level="1">Building a prospect base (incl. Sales Signals)</li>
<li style="font-weight: 400;" aria-level="1">Setting up a sequencing tool</li>
<li style="font-weight: 400;" aria-level="1">Drafting email sequences</li>
</ol>

A step-by-step guide on how to properly set up a separate domain and mailbox for your cold emailing and outbound campaigns.

How to Set up a Domain and Mailbox for Cold Email Outreach?

If you&rsquo;re a recruiter, manager, or founder, you know what value good talent brings to your company. Over the years spent building and working with startups, I&rsquo;ve learned it can often be the deciding factor of success. A good team is not easy to assemble, but once you acquire great talent, the network effects are extremely rewarding and effective. We built Talmore+ to kickstart our talent track in Europe and Southeast Asia, and now we&rsquo;re ready to grow the network and share this advantage with more companies.
Talmore+ enables recruiters &ndash; agency, in-house, and freelance &ndash; to focus on high-value tasks by taking over the groundwork. We specialize in two services: active sourcing and pre-qualification of candidates (Scout&amp;Screen) and smart candidate recruitment through performance marketing strategies (BoostRecruit). The solutions take away the burden of time-consuming, mundane tasks so recruiters can focus on interviewing and placing talent.
<h3>Origin Story: Why we built Talmore+</h3>
We built Talmore+ out of our own necessity. My business partner Miguel and I first met at an event in 2018, hosted by the Philippine Embassy in Berlin. We connected over our shared interest in the recently rising opportunities in Southeast Asia. We both recognized the growth of a young, digital-savvy population, but realized that the business side hadn&rsquo;t caught up to consumers&rsquo; need for innovation. We decided to work together to satisfy this &ldquo;need&rdquo; by investing into startups with potential success in Southeast Asia and by combining local A-players with experienced startup operators from other countries to build our own solutions and ventures from scratch. That&rsquo;s how we founded our VC firm, Unifier Ventures, and our venture builder, Litmus Ventures. What we needed next was a crowd of top-class talents.
I adamantly believe that a &ldquo;bad team&rdquo; with a great idea wouldn&rsquo;t be able to amount to much, whereas a great team with even a mediocre idea can direct themselves towards something greater or find the right opportunities to execute, adapt, and grow. If you can get the right people, with the right skills, into the right roles, you can build an unstoppable team.
<h3>Expanding the Network</h3>
Using Talmore+ we&rsquo;re better able to find smart, highly-skilled candidates to support us and our portfolio of companies. But how do we continue to pull in great talent? We&rsquo;re cultivating a win-win environment where great opportunities attract great talent, and that talent attracts more talent and more opportunities. To further expand and nurture this network, we&rsquo;re inviting other companies and recruiters to work with us and take advantage of our solutions. Today, we open our doors to everyone who is looking for more scalable recruiting processes and access to talent. Get in touch to talk about how you can use Talmore+&rsquo;s solutions to build your unstoppable team.

Discover the origin story of Talmore+, a talent acquisition platform focused on building great teams. Learn how it benefits companies and recruiters.

Why we started Talmore+

Despite (maybe even due to) COVID-19 shaking things up, the job market is hot, and companies continue to compete for the best talents out there. A great team with talented, high-performing people is the key asset fueling your company&rsquo;s growth. While the objective of building a talented team hasn&rsquo;t changed for organizations, the way they achieve it has - massively. Let&rsquo;s take a look at some key strategies, businesses are using:
<h5>Newspapers &amp; Professional Magazines</h5>
Until not too long ago, posting job ads in newspapers or professional magazines was a great way to reach large audiences. But only a fraction of readers were actually potential hires. The channels lack proper targeting. Thus, the ROI on these methods can be dreadful.
<h5>Referrals &amp; Internal Recruiting</h5>
Have an open position in your team? Ask your friend you have worked with before. You know that she delivers and that she would have a great cultural fit within your organization as well. Or promote a high-performing Junior. Recruiting internally has been shown to be one of the most effective recruiting methods over the years. But let&rsquo;s face it: Especially in growth stage companies, relying on your network and existing employees alone is not enough. You won&rsquo;t be able to fill all your vacancies without reaching out to candidates outside your company and beyond your current network.
<h5>Job Listings on Platforms &amp; Professional Networks</h5>
Posting on job platforms like Indeed and Monster or on professional networks such as LinkedIn and XING has many similarities with traditional publishers like in newspapers. While there is also only minimal targeting when posting the job, the platforms offer filters making it easier for active job seekers to find vacancies relevant to them - but what about the ones that are open for new opportunities but not actively looking for a new job yet?&nbsp;
<h3>Active vs. Passive Job Seekers</h3>
According to a LinkedIn&nbsp;<a href="https://business.linkedin.com/content/dam/business/talent-solutions/global/en_us/c/pdfs/Ultimate-List-of-Hiring-Stats-v02.04.pdf?src=aff-ref&amp;veh=jobs_aff_ir_pid_10078_plc_Skimbit%20Ltd._adid_615074&amp;trk=jobs_aff_ir_pid_10078_plc_Skimbit%20Ltd._adid_615074&amp;clickid=UhORYVQSbxyOU7Z0OGSitWCIUkiR2nWf23oYVY0&amp;irgwc=1">report</a>, only 30% of the global workforce is actively looking for a new job, while 70% are passive, meaning they are currently employed and are not browsing job boards or sending their resumes out to companies and recruiters.&nbsp;
Furthermore, active job seekers aren&rsquo;t active for long. In fact,&nbsp;<a href="https://www.ere.net/top-candidates-are-gone-within-10-days-so-assign-each-a-hire-by-date/">the most prolific candidates are only actively seeking for about 10 days</a>. That does not go well with an average hiring time of 20-50 days for most industries (<a href="https://resources.workable.com/stories-and-insights/time-to-hire-industry">DHI study</a>, US).&nbsp;
So what does that leave you with, as a recruiter or founder looking for talent?&nbsp;
Even though the majority of candidates are not actively looking for new jobs, the same LinkedIn study found that about 9 out of 10 candidates - both active and passive - are open to new job opportunities. You just have to find a way to reach them. That leaves you with 2 essential questions:
<h5>1: How do you reach out to as many quality candidates as possible? (&rarr; Outbound)</h5>
<h5>2: How do you get as many quality candidates as possible to get to know about the opportunity of working with you and reach out to you? (&rarr; Inbound)</h5>
&nbsp;
<h3>1. Outbound Talent Acquisition: Active Sourcing - done right.</h3>
Networks like LinkedIn or XING give recruiters great tools to search for candidates. Specify the details of the position, create a search string et voila,&nbsp;your search delivered 1257 results. 1257 incomplete profiles with many question marks left for you to figure out: Current availability? Willingness to switch jobs? Future plans? Salary expectations? Get this information from 1257 candidates? Happy emailing!
Even the best and most efficient recruiters can only reach out to so many potentials. And oftentimes, the first tedious steps of the recruiting process (the sourcing and pre-qualification) just don&rsquo;t require their level of expertise. Their biggest impact happens when it comes to interviewing the candidates and evaluating their match with the company based on these personal interactions. It surely does not lie in reaching out to hundreds of candidates on LinkedIn asking for basic information and scheduling calls. But this is the reality for many recruiting agencies and scale-ups: Recruiters struggle with a lack of qualified candidates and spend too much time on filling up their candidate pipeline.
So what is the solution here? In order to maximize efficiency, recruiters should deal with high-value tasks only. Offload the groundwork like sourcing and pre-qualification. Shameless plug #1: With Scout&amp;Screen, we aim to do exactly that: Our active sourcers build your candidate pipeline and deliver pre-qualified profiles to you so that you are left with a hotlist of top-candidates waiting for your call. Sounds better than contacting, following up and vetting 1,257 on your own, right?
<h3>2. Inbound Talent Attraction: Don&rsquo;t Post &amp; Pray. Post &amp; Track, Analyze, Optimize</h3>
<a href="https://review42.com/how-much-time-do-people-spend-on-social-media/#:~:text=In%202019%2C%20the%20average%20amount,and%2022%20minutes%20per%20day">The average European spends about 2 hours on social media</a>&nbsp;- every day (other regions even more)! That is 2 hours of opportunity to get your job opening in front of their eyes. B2C companies have long been leveraging the benefits of performance marketing on social media. They know which audience they want to reach and advertise their products and services with content tailored to the preferences of their potential buyers.
If you think about it, a position you are trying to fill is surprisingly similar to a product you want to sell. You are trying to create awareness for it, then interest and finally you want to convert your audience. Only this time, the button says &ldquo;Apply Now&rdquo;&nbsp;instead of &ldquo;Buy Now.&rdquo; By using social media channels such as Facebook and Instagram, you can reach your target candidates in an environment where they 1. spend a lot of time each day and 2. are attentive yet relaxed and open to new ideas. Highly targeted distribution and accurate tracking of the interactions with your posts enable you to allocate your budget in the most efficient way possible. Add machine learning to reach the people with the highest interest in the position and you will be able to reduce time- and cost-per-hire while at the same time ensuring a high applicant quality.
Key take-away: Post. But don&rsquo;t pray, at least not for the right candidates to come knocking on your door. Post and track your interactions with candidates, analyze your results and optimize your approach toward low-cost conversions. With BoostRecruit, we offer a service that allows you to do exactly that - at minimum costs and no additional effort for you (shameless plug #2).
<h4>So what now?</h4>
Look at your current recruiting setup and ask yourself: Are my colleagues and I spending our time on tasks that require our level of expertise and insights? Are we monitoring the ROI of all our recruiting methods? Am I satisfied with that ROI? Am I capitalizing on the opportunities that social media and performance marketing present for talent acquisition? If you can answer all these questions with Yes, then well done and happy hiring. If not, then now is the time to act. Your competitors might already be snatching the best candidates before you even find them.
Reach out to us to discuss how we can leverage outsourced active sourcing and talent attraction through performance marketing for your business or agency. Let&rsquo;s get things started together!

Discover effective strategies for talent acquisition in a competitive job market, from targeted social media attraction to outsourcing sourcing tasks.

Talmore+ Blog | Recruitment