Purpose
DaBella utilizes SMS (text messaging) as a communication tool within Talent Acquisition to support timely, efficient, and candidate-friendly recruiting practices. This policy establishes clear standards for the appropriate, compliant, and professional use of SMS messaging in all stages of the recruiting process.
Our goal is to balance speed and responsiveness with respect for candidate privacy, legal compliance, and brand integrity.
Scope
This policy applies to:
- All Talent Acquisition teammates
- Recruiters, Recruiting Managers, and any employee authorized to communicate with candidates via SMS on behalf of DaBella
- All SMS communications sent to candidates, applicants, or prospective hires, regardless of platform or device used
Appropriate Use of SMS
SMS messaging may be used only for recruiting-related communications, including but not limited to:
- Interview scheduling or confirmations
- Follow-up reminders
- Application status updates
- Requests for availability or next steps
- Time-sensitive recruiting communications
SMS should supplement, not replace, formal communications such as offer letters, adverse action notices, or onboarding documentation.
Consent & Opt-In Requirements
- Candidates must voluntarily provide their mobile number and consent to receive text messages as part of the application or recruiting process.
- SMS communication may only be initiated after consent has been obtained.
- Candidates must be informed that message and data rates may apply.
- Every SMS interaction must include a clear opt-out mechanism.
Opt-Out Language Requirement:
All recruiting SMS messages must include or support the ability for candidates to reply “STOP” to opt out of future text communications.
Once a candidate opts out:
- No further SMS messages may be sent
- The opt-out must be honored immediately and without exception
Professional Standards & Tone
All SMS communications must:
- Be professional, respectful, and business-appropriate
- Reflect DaBella’s brand, values, and culture
- Be concise, clear, and free from slang, emojis, or informal language
- Avoid abbreviations that could be misinterpreted
Text messages should always be written with the understanding that they are discoverable business communications.
Prohibited Use
SMS messaging may not be used to:
- Communicate offers of employment, compensation details, or benefits terms
- Deliver corrective, disciplinary, or adverse employment decisions
- Request or transmit sensitive personal information (SSN, DOB, banking details, background check data, etc.)
- Communicate outside reasonable business hours, unless candidate-initiated or time-sensitive
- Continue communication after a candidate has opted out
Compliance & Legal Considerations
DaBella’s use of SMS messaging complies with applicable federal and state laws, including but not limited to:
- Telephone Consumer Protection Act (TCPA)
- State privacy and consumer communication laws
Failure to comply with consent, opt-out, or usage requirements may expose the company to legal risk and may result in disciplinary action.
Recordkeeping & Systems
- SMS communications must be conducted through approved recruiting platforms or systems .
- Recruiting-related SMS communications are considered part of the recruiting record and will be subject to retention, audit, or legal review.
- Violations
Violation of this policy may result in:
- Revocation of SMS communication privileges
- Corrective action, up to and including termination of employment
DaBella reserves the right to modify or discontinue SMS recruiting practices at any time based on business needs or legal requirements.
Acknowledgment:
By engaging in SMS communication with candidates, employees acknowledge their responsibility to follow this policy and all related recruiting, privacy, and communication standards.