RECRUITER GUIDE 2025

Staffing & Recruiter Texting Rules

Navigate the complex landscape of TCPA and 10DLC regulations for candidate outreach. Learn how to send job alerts and interview reminders without risking carrier blocks or fines.

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Staffing Messaging Compliance Landscape

Staffing agencies and recruiting firms face intense scrutiny from mobile carriers. Because "job offers" are a common vector for spam and scams, legitimate recruiters often find their communications blocked. You are operating under three overlapping frameworks:

TCPA

Requires "Express Written Consent" before texting candidates for marketing/recruiting purposes.

10DLC / TCR

Mandates brand registration and campaign vetting. Unregistered traffic is heavily filtered.

Employment Law

Messages must accurately represent the job opportunity (no "get rich quick" schemes).

The "Cold Text" Danger: Scraping phone numbers from resume databases (Indeed, LinkedIn, Monster) and texting them without prior opt-in is a TCPA violation. It risks fines of $500-$1,500 per message and immediate carrier blacklisting.

Recruiting-Specific Compliance Rules

To maintain high deliverability and avoid legal pitfalls, staffing agencies must implement these specific controls:

  1. 1

    The "Application" Opt-In

    Integrate SMS consent into your job application flow. Include a checkbox: "I agree to receive text messages about this job and future opportunities."

    Critical: This checkbox must be unchecked by default.
  2. 2

    Identify the Sender Immediately

    Every message must start with your agency's name. Candidates apply to many jobs; context is crucial to prevent "Spam" reports.

    Example: "Hi [Name], this is Alex from [Agency Name] regarding your application..."
  3. 3

    Honor "Stop" Requests

    If a candidate replies "STOP" or "Not interested," you must remove them from ALL future text lists immediately. Automation is key here.

Consent Management for Staffing

Managing consent across multiple recruiters, job boards, and ATS platforms requires a robust technical strategy.

Required Consent Elements

  • Program Description: "Job alerts and interview reminders"
  • Fee Disclosure: "Message and data rates may apply"
  • Frequency: "Message frequency varies"
  • Opt-Out Instructions: "Reply STOP to unsubscribe"

Carrier Use Case Selection

When registering with TCR, select the "Staffing" or "Job Alert" use case. Avoid "Marketing" if possible, as it has higher scrutiny. Using the correct category signals to carriers that your traffic is legitimate recruitment activity.

Implementation Roadmap

Achieve compliant SMS operations in 2 weeks with this phased deployment:

Phase 1

Consent Audit

Review all intake forms (web, ATS, paper) and add compliant opt-in language.

Phase 2

TCR Registration

Register your Brand and Campaign with the "Staffing" use case.

Phase 3

Recruiter Training

Train staff on "no cold texting" and proper message templates.

Simplify Staffing SMS Compliance

MyTCRPlus Staffing Compliance Solution includes pre-validated consent templates, "Staffing" campaign configurations, and recruiter training materials.

View Staffing Solution

Frequently Asked Questions

Can I text candidates from old databases?
Only if you have proof of prior consent that hasn't been revoked. If the data is old or purchased, you should re-confirm consent via email first. Cold texting old lists is high-risk.
Do "One-Time Passcodes" need opt-in?
Yes, but the context of requesting the code (e.g., "Enter your number to login") usually implies consent for that specific transactional message.
What if a candidate applies on Indeed?
Indeed's terms cover their communication, not yours. You should send an initial email asking them to opt-in to SMS updates, or use Indeed's internal messaging platform until they consent to direct text.
Are job offers considered "Marketing"?
Yes, generally. Soliciting a candidate for a role is promotional. However, TCR has a specific "Staffing" use case that is tailored for this, which is better than generic "Marketing".
How long must I keep consent records?
The statute of limitations for TCPA claims is 4 years. We recommend retaining consent records (timestamps, IP addresses, form screenshots) for at least that long.

Consent Templates

Web form language for job applications.

Get Templates

Use Case Selector

Find the right TCR category for staffing.

Select Case

Message Validator

Test your job alerts for compliance.

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Legal Disclaimer: This content provides general information about Staffing and Recruiting SMS compliance requirements and does not constitute legal advice. Compliance obligations vary based on business model, message content, recipient jurisdiction, and applicable federal/state regulations (TCPA, 10DLC). Organizations should consult qualified legal counsel for guidance specific to their messaging programs. MyTCRPlus does not provide legal advisory services or regulatory representation.