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Why 10DLC Compliance is Essential for Recruiters

Chinar Khalsa

Best Practices for SMS Outreach
We’ve all experienced receiving spam messages, such as promotional texts from banks or sales offers. To protect consumers from these unwanted texts, 10DLC (10-Digit Long Code) was introduced. This system allows businesses to send SMS through standard 10-digit phone numbers while adhering to stricter regulations to prevent spam and ensure secure messaging.

Why 10DLC Matters for Recruiters

10DLC was introduced by U.S. carriers to regulate the use of standard 10-digit phone numbers for mass SMS communications. Its primary purpose is to separate legitimate business communications from spam.
For recruitment teams, 10DLC ensures higher message deliverability and reduces the risk of messages being flagged as spam. With text messaging playing a crucial role in everything from job alerts to interview scheduling, compliance with 10DLC ensures that your messages reach candidates and keeps your brand in good standing with carriers.

Example: Imagine sending out hundreds of job alerts or interview updates per day. Without 10DLC compliance, many of these messages could be blocked or filtered. With compliance, your messages reach the right candidates, ensuring timely placements and positive candidate experiences.

Best Practices for Compliant Candidate Outreach

To make the most of 10DLC, recruiters should focus on quality over quantity in their SMS messaging. Here are practical steps to ensure compliant and effective outreach:

1. Ensure Candidates Opt-In (Properly)

Unsolicited messages are not only unwanted—they’re non-compliant. Under 10DLC, explicit consent from candidates is required before sending any SMS. Candidates must opt-in and clearly understand the type of messages they’ll receive, such as job alerts or interview updates.

Real-World Application:

When a candidate applies for a job through your ATS, ensure that they check a box to agree to receive SMS job alerts. If this step is skipped, sending messages risks non-compliance and could result in blocked messages or fines.

2. Keep Messages Relevant and Personalized

10DLC compliance also emphasizes high-quality messaging. Avoid blasting generic job openings to all candidates. Instead, tailor your messages to the candidate’s skills, location, and preferences.

Real-World Application:

Rather than sending a mass text like, “New job alert!” personalize your message: “Hi [Name], we have a software engineer role in [Location] that fits your skills. Click here to apply!” This approach boosts engagement and aligns with 10DLC’s focus on relevant and high-quality communications.

3. Prioritize Data Privacy

Hurley’s success in landing local Arizona talent by leveraging his connections is a reminder that sometimes, it’s not about who you know, but how well you know them. Businesses can learn from this by tapping into local talent pools in markets where they have a strong presence. RPOs are like those local scouts who know where all the hidden gems are, ensuring businesses find the best local talent.

Real-World Application:

An RPO can help a retail chain expanding into a new region utilize local talent, ensuring they hire workers who understand the regional market dynamics. It’s like a basketball coach recruiting players who already know the local pick-up game strategies.

4. Scale Recruitment Outreach Efficiently

The beauty of 10DLC is that it allows recruiting teams to register specific use cases for messaging, such as job alerts, interview scheduling, or follow-ups. This enables more targeted and compliant campaigns as your recruitment scales.

Real-World Application:

Imagine your talent acquisition function expands rapidly, with thousands of messages going out every week. By registering SMS campaigns through The Campaign Registry (TCR), you ensure compliance while maintaining smooth, effective candidate communication, even at scale.

Staying Ahead with 10DLC

Embracing 10DLC compliance not only shields your business from fines and message blocks but also enhances your reputation as a responsible recruiter. In recruitment, where building relationships is key, compliance can set your business apart.
By following 10DLC best practices—obtaining candidate opt-ins, crafting relevant messages, and protecting candidate data—you strengthen your communication strategy. This proactive approach positions your recruitment operations for long-term success as you connect candidates with opportunities.
Compliance with 10DLC is about more than just regulations; it enhances trust, improves message deliverability, and enables scalable outreach. Agencies that prioritize compliance, privacy, and personalized communication will build lasting relationships and thrive.
Staying ahead with 10DLC ensures you’re not just meeting requirements; you’re driving the future success of your recruiting efforts in a compliant and scalable way.
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