Hiring Agencies & Job Boards
This guide covers registration requirements for organizations that send employment-related messages. It distinguishes between direct employer messaging (allowed) and third-party job board aggregation (prohibited).
Direct employer vs staffing agency vs job board
Note
Key distinction: The brand sending messages must be the entity the candidate has a direct relationship with. If candidates applied to your company or your agency directly, you may message them. If you scraped or purchased candidate lists, or aggregate jobs from other employers, you are operating as a third-party job board.
| Model | Description | Eligible? |
|---|---|---|
| Direct employer | Company messaging its own applicants/employees about roles at that company | ✅ Yes |
| Staffing agency (exclusive) | Agency messaging candidates it directly recruited for specific client placements | ✅ Yes (with conditions) |
| Staffing agency (aggregator) | Agency blasting candidates about roles across many unrelated employers | ❌ No |
| Third-party job board | Platform aggregating listings from multiple employers and messaging candidates on their behalf | ❌ No |
What's allowed
Direct employers and exclusive staffing agencies may register campaigns for:
Application status updates – Received, under review, interview scheduled, offer extended, rejected
Interview coordination – Date/time confirmations, location details, rescheduling
Onboarding notifications – Document requests, orientation details, start date reminders
Shift notifications – Schedule changes, open shift alerts, timesheet reminders
Two-factor authentication – Portal login verification
Employee communications – Benefits enrollment reminders, policy updates (for current employees)
What's prohibited
The following employment-related activities are not permitted on A2P 10DLC:
| Prohibited activity | Why |
|---|---|
| Third-party job board messaging | Explicitly disallowed content category |
| Job listing aggregation from multiple employers | Third-party job board pattern |
| Lead generation for staffing clients | Affiliate marketing / lead generation |
| Mass candidate outreach from purchased lists | No prior consent relationship |
| Messaging on behalf of unnamed employers | Invalid business connection |
| "We found your resume" cold outreach | No opt-in consent obtained |
Campaigns involving third-party job board activity are not eligible for resubmission.
Staffing agency requirements
If you are a staffing agency (not a job board), your registration must clearly establish:
Direct candidate relationship – Candidates applied to your agency directly
Brand is the agency – Register under your staffing agency brand, not your client's brand
Campaign describes agency use case – "We notify candidates who applied through [AgencyName] about placement opportunities and interview scheduling"
Messages identify your agency – Sample messages include your agency name, not the end client's name alone
If you message candidates about a specific client role, your message should still identify your agency as the sender:
✅ [AgencyName]: You've been matched to a role at [ClientCo]. Interview available Thu 2pm. Reply YES to confirm or STOP to opt out.
❌ [ClientCo]: We'd like to interview you Thursday. ← Appears to be from a brand you're not registered as
Compliance checklist
Before submitting your registration, verify:
You are NOT a job board – You do not aggregate listings from multiple unrelated employers
Direct candidate relationship – All recipients applied to your company/agency directly
Brand website is live – Shows company name, services, contact info, and careers/staffing page
Business email domain – Uses your company domain, not Gmail/Yahoo/Outlook
Campaign description – Clearly states whether you are a direct employer or staffing agency, and what messages candidates receive
Sample messages – Include your brand name and reflect actual messages you send
Opt-in workflow documented – Shows how candidates consent to SMS (application form, portal signup)
Consent is specific – Candidates opted in to receive SMS from your organization specifically
Privacy policy – States mobile opt-in data will not be shared with third parties
Terms and conditions – Include message frequency, opt-out instructions, carrier liability disclaimer
HELP message – Contains brand name and support contact
STOP message – Acknowledges opt-out and confirms no further messages
Common rejection reasons
Non-compliant brand affiliation: third party job boards
Title: Non-compliant brand affiliation
What it means: Your brand's website indicates you operate as a third-party job board – aggregating listings from multiple employers and messaging candidates on their behalf.
How to fix: This campaign is not eligible for resubmission under A2P 10DLC. Third-party job boards are an explicitly prohibited content category. If you believe this rejection is in error (you are a direct employer or exclusive staffing agency), open a support case and provide evidence of your direct candidate relationships.
Campaign non-compliant content: third party job boards
Title: Campaign non-compliant content: third party job boards.
What it means: Your campaign description, sample messages, or use case indicates third-party job board activity – messaging candidates about roles at multiple unrelated employers.
How to fix: This campaign is not eligible for resubmission. If you are a direct employer or exclusive staffing agency incorrectly flagged, open a support case. Provide your campaign description rewritten to clearly identify your direct employer or agency relationship.
Campaign non-compliant content: affiliate marketing
Title: Campaign non-compliant content: affiliate marketing.
What it means: Your campaign appears to involve lead generation – collecting candidate information and passing it to other employers or agencies for a fee.
How to fix: This campaign is not eligible for resubmission. If you are a legitimate staffing agency that directly places candidates (not a lead generator), open a support case with evidence of your direct placement model.
Invalid brand business connection
Title: Invalid brand business connection
What it means: Your registered brand is a staffing agency or intermediary, but your campaign content and messages reference a different company (your client). The brand must be the entity sending the messages.
How to fix: Register under your own staffing agency brand. Update campaign description and sample messages to identify your agency as the sender. You may reference client companies in message content, but the sender identity must be your agency. Resubmit.
Campaign to brand mismatch
Title: Campaign to brand mismatch
What it means: Your campaign description references a company name that doesn't match your registered brand. Common when staffing agencies describe their client's roles without identifying themselves.
How to fix: Ensure your agency name appears in the campaign description as the sender. Example: "[AgencyName] sends interview scheduling and placement updates to candidates who applied through our platform." Resubmit.
Campaign unclear
Title: Campaign unclear
What it means: Your campaign description doesn't sufficiently explain what messages candidates receive and why. Vague descriptions like "job notifications" or "recruitment messages" are insufficient.
How to fix: Add specifics: who you are, what relationship you have with candidates, what messages they receive, and how they opted in. Example: "[AgencyName] is a healthcare staffing agency. We notify registered nurses who created profiles on our platform about shift opportunities and interview scheduling." Resubmit.
Opt-in workflow insufficient consent
Title: Opt-in workflow insufficient consent
What it means: Your opt-in process doesn't demonstrate that candidates gave express written consent to receive SMS from your organization. Common issue: relying on a job application submission as blanket consent without explicit SMS disclosure.
How to fix: Add explicit SMS consent language to your application or registration flow. The consent must clearly state candidates will receive text messages, what kind, and how to opt out. A buried clause in general terms of service is insufficient. Update your opt-in workflow and resubmit.
Opt-in workflow non compliant privacy policy
Title: Opt-in workflow non compliant privacy policy
What it means: Your privacy policy doesn't state that mobile opt-in data won't be shared with third parties. Critical for staffing agencies – reviewers check whether candidate phone numbers are shared with client employers.
How to fix: Add explicit language to your privacy policy: "We will not share your mobile opt-in data or phone number with third parties or affiliates for marketing purposes." Include a direct link to this policy in your opt-in flow. Resubmit.
Sample messages
Direct employer examples:
[BrandName]: Your application for [Role] has been received. We'll update you on next steps. Reply HELP for help, STOP to opt out.[BrandName]: Interview confirmed for [date] at [time]. Location: [address]. Reply C to confirm or R to reschedule. STOP to opt out.[BrandName]: Open shift available [date] [time]-[time]. Reply YES to claim. Msg&data rates apply. STOP to unsubscribe.
Staffing agency examples:
[AgencyName]: You've been matched to a [Role] position. Interested? Reply YES and we'll schedule a call. STOP to opt out.[AgencyName]: Reminder – your onboarding docs for [ClientCo] placement are due by [date]. Upload at [url]. Reply HELP for help.[AgencyName]: Your assignment at [ClientCo] starts [date]. Report to [address] at [time]. Questions? Reply HELP. STOP to cancel alerts.
Tips for approval
State your model explicitly – In your campaign description, say "direct employer," "exclusive staffing agency," or "recruitment firm." Don't leave reviewers guessing whether you're a job board.
Show the candidate relationship – Describe how candidates enter your system: "Candidates create profiles on our website" or "Applicants submit through our careers page." This proves direct consent.
Don't reference multiple unrelated employers – If your sample messages mention different company names, it signals job board behavior. Keep samples focused on your brand as the sender.
Separate use cases – If you send both shift notifications (transactional) and new opportunity alerts (marketing), consider separate campaigns with distinct consent flows.
Avoid lead-gen language – Phrases like "matched with top employers," "opportunities from our network of companies," or "jobs from 500+ employers" signal aggregation and will be rejected.
Keep your website clear – Your site should show your company as an employer or staffing agency, not a job listing marketplace. If you list roles, they should be your own openings or your agency's active placements.
Don't use purchased lists – Messaging candidates who didn't directly apply to your organization has no valid opt-in path and will fail consent review.
