Candidates have the option to consent to receive texts messages about a job when they apply for that job. If they do not consent when they apply, or if they are sourced/uploaded, you can still collect their consent via email or other means. In those cases, we recommend asking for their written consent so that you have a record of it, so email is the best format.
A candidate's consent should only be considered for recruiting purposes around the specific job they are in consideration for. We do not recommend texting candidates about things like company news or to advertise other jobs unless these things pertain to an ongoing and relevant conversation.
If a candidate consented to receive texts a long time ago and you plan to reach out after a long gap in communication, we recommend reconfirming their consent. For example, a candidate who applied and consented 6 months ago may not remember that they applied and is likely not expecting to be contacted.
You take responsibility for any laws and regulations which may apply when texting candidates without their consent. The deliverability of your texts may also be impacted when texting without consent.