Candidate Texting Platforms: Which SMS Tools Actually Get Responses (And When Texting Candidates Is Appropriate)
Candidates don't answer phone calls. 78% of phone calls from unknown numbers go to voicemail.
Candidates sometimes respond to emails. Average email response rate for recruiter outreach: 15-20%.
But candidates DO respond to text messages. Text message response rates: 45-60%.
Here's which texting platforms work best, when to use them, and when texting crosses the line into creepy territory.
What Candidate Texting Platforms Actually Do
These aren't just "send a text message" tools—they're recruiting communication platforms optimized for SMS:
Two-way conversations: Candidates can text back, creating actual conversations (not one-way blasts).
Automated campaigns: Send scheduled texts for interview reminders, application confirmations, and status updates.
Bulk messaging: Text multiple candidates at once with personalized variables.
Compliance: TCPA-compliant opt-in/opt-out, message logging, and consent tracking.
ATS integration: Connect to your ATS so texts sync with candidate records.
Analytics: Track delivery rates, response rates, and engagement.
TextRecruit: The Recruiting-Specific SMS Leader
TextRecruit is built specifically for recruiting and talent acquisition teams.
Pricing: Custom pricing starting around $500-$1,000/month depending on message volume.
What it does well:
Recruiting-focused features: Pre-built templates for common recruiting scenarios—interview reminders, application confirmations, offer follow-ups.
Two-way conversations: Candidates can reply to texts and have actual conversations with recruiters. Not just one-way blasts.
ATS integrations: Connects with Greenhouse, Lever, iCIMS, Workday, and other major ATS platforms. Texts sync with candidate records automatically.
Compliance built-in: TCPA-compliant opt-in/opt-out workflows, consent tracking, and automatic opt-out handling.
Chatbot capabilities: AI-powered chatbot can answer common candidate questions via text.
Analytics: Track open rates, response rates, and conversion metrics by campaign.
What to consider:
Pricing isn't transparent: Custom pricing requires sales conversations, which some companies find frustrating.
Learning curve for advanced features: While basic texting is simple, chatbot setup and campaign automation require training.
Message volume limits: Pricing tiers based on message volume—high-volume texting gets expensive.
Best for: Recruiting teams (10+ recruiters) at companies hiring 100+ people annually who need recruiting-specific SMS with ATS integration.
Skip if: You're a small company with low hiring volume, or you only need basic texting without advanced automation.
Sources: TextRecruit Platform, G2 TextRecruit Reviews
Fountain: The High-Volume Hourly Hiring Platform
Fountain combines SMS recruiting with applicant tracking for high-volume, hourly hiring.
Pricing: Custom pricing. Typically $300-$800/month depending on hiring volume.
What it does well:
High-volume hiring focus: Built for companies hiring hundreds of hourly workers monthly—retail, hospitality, warehousing, gig economy.
SMS + ATS in one platform: You don't need separate ATS and texting tools. Fountain handles both.
Mobile-first candidate experience: Candidates can apply, schedule interviews, and complete onboarding entirely via text.
Automated workflows: Text candidates automatically at each hiring stage—application received, interview scheduled, offer extended.
Background checks integrated: Trigger background checks via text, candidates complete on mobile.
Multilingual support: Supports texting in multiple languages—critical for diverse hourly workforces.
What to consider:
Designed for high-volume hourly hiring: If you're hiring salaried professionals, Fountain's features may not align. It's optimized for speed and scale, not nuanced professional recruiting.
ATS features are basic: Fountain's ATS is functional but not as feature-rich as Greenhouse or Lever. Trade-off for integrated SMS.
Pricing scales with volume: The more you hire, the more you pay. Can get expensive for very high-volume operations.
Best for: Companies hiring 50+ hourly workers monthly (retail, hospitality, logistics, gig economy) who need SMS + ATS in one platform.
Skip if: You're hiring salaried professionals, need advanced ATS features, or have low hiring volume.
Sources: Fountain Platform, G2 Fountain Reviews
Grayscale: The Affordable SMS Recruiting Tool
Grayscale offers SMS recruiting features at lower price points than TextRecruit or Fountain.
Pricing: Starts at $99/month for small teams. Scales to $500-$1,000/month for larger operations.
What it does well:
Affordable: Significantly cheaper than TextRecruit for basic SMS recruiting. Accessible for small and mid-size companies.
Easy to use: Simple interface, minimal learning curve. Most recruiters are texting candidates within an hour of setup.
Bulk texting with personalization: Send the same message to multiple candidates with personalized fields (first name, role, interview time).
Two-way conversations: Candidates can reply and have conversations, though not as sophisticated as TextRecruit's chat features.
Basic ATS integration: Works with major ATS platforms, though integration is less seamless than TextRecruit.
Compliance tools: TCPA opt-in/opt-out, consent tracking, message logging.
What to consider:
Fewer advanced features: No AI chatbot, limited automation, basic analytics compared to TextRecruit.
Smaller customer base: Less established than TextRecruit or Fountain, which may affect long-term product development.
Integration quality varies: Some users report ATS integrations aren't as reliable as dedicated platforms.
Best for: Small to mid-size companies (10-200 employees) who want affordable SMS recruiting without advanced automation.
Skip if: You need sophisticated chatbots, advanced automation, or enterprise-grade ATS integration.
Sources: Grayscale Platform, G2 Grayscale Reviews
JazzHR (Built-In SMS Feature): The ATS With Texting Included
JazzHR, a small business ATS, includes SMS recruiting as a built-in feature.
Pricing: JazzHR starts at $75/month. SMS included in mid-tier plans ($359/month).
What it does well:
No additional tool needed: If you're already using JazzHR, texting is built-in. No separate platform or integration required.
Simple candidate texting: Send interview reminders, updates, and quick messages directly from your ATS.
Affordable: Included in your ATS subscription—no additional per-message fees like standalone platforms.
Compliance handled: TCPA opt-in/opt-out managed within JazzHR.
What to consider:
Basic SMS features: JazzHR's texting is functional but not as feature-rich as dedicated SMS platforms. No chatbots, limited automation.
Only works if you use JazzHR: If you're using a different ATS, this isn't an option.
Message volume limits: Some pricing tiers have message caps. High-volume texting may require upgrades.
Best for: Small businesses already using JazzHR who want basic SMS recruiting without paying for a separate tool.
Skip if: You need advanced SMS features, use a different ATS, or do high-volume texting.
Sources: JazzHR SMS Features, G2 JazzHR Reviews
When To Text Candidates (And When NOT To)
SMS recruiting works—but only when used appropriately.
Good uses of candidate texting:
✅ Interview reminders: "Hi [Name], reminder that your interview with [Company] is tomorrow at 2 PM. Reply YES to confirm or NO to reschedule."
✅ Quick updates: "Your application for [Role] has been received. We'll review it and get back to you within 5 business days."
✅ Scheduling: "Are you available for a phone interview Tuesday at 3 PM or Wednesday at 11 AM?"
✅ Urgent communication: "We need to reschedule your interview due to an emergency. Can you do Thursday instead of Wednesday?"
✅ Event invitations: "We're hosting a hiring event on [Date]. Interested? Reply YES for details."
Bad uses of candidate texting:
❌ Cold outreach: Texting candidates who didn't apply feels invasive. Use LinkedIn or email for initial outreach.
❌ Long messages: Texts should be brief. Don't send paragraphs via SMS.
❌ Outside business hours: Texting at 9 PM or on weekends is unprofessional.
❌ Without consent: ALWAYS get opt-in before texting. TCPA violations carry fines of $500-$1,500 per text.
❌ For sensitive information: Don't text offer details, salary info, or rejection news. Use email or phone.
Text messages should be transactional and timely, not promotional or intrusive.
Compliance: Don't Get Sued For Texting Candidates
Texting candidates is regulated by the Telephone Consumer Protection Act (TCPA).
Key compliance requirements:
1. Get explicit consent
You cannot text candidates without their permission. Consent must be:
- Clear and conspicuous
- Separate from other agreements
- Specific to receiving recruiting texts
Good consent: "By checking this box, you agree to receive text messages from [Company] regarding your job application. Reply STOP to opt-out."
Bad consent: Buried in terms and conditions or assumed from submitting an application.
2. Provide opt-out
Every text must include a way to opt-out. Standard: "Reply STOP to unsubscribe."
3. Honor opt-outs immediately
Once someone opts out, you cannot text them again. No "one last message."
4. Keep records
Document consent, message content, opt-outs, and delivery. If someone claims they didn't consent, you need proof.
All reputable SMS recruiting platforms handle TCPA compliance, but verify before choosing a tool.
How To Choose The Right SMS Recruiting Platform
For recruiting teams with budget: TextRecruit (most features, best ATS integration)
For high-volume hourly hiring: Fountain (SMS + ATS optimized for speed and scale)
For affordable basic SMS: Grayscale (simple, cheap, functional)
For small businesses using JazzHR: JazzHR built-in SMS (included in subscription)
For companies not ready for SMS yet: Use email and phone—texting isn't mandatory
The Bottom Line
Candidate texting gets responses—but it must be used appropriately.
Text for:
- Interview reminders
- Quick updates
- Scheduling
- Urgent communication
Don't text for:
- Cold outreach
- Sensitive information
- Late-night messages
- Promotional content
And always, ALWAYS get consent before texting candidates. TCPA violations are expensive and damage your employer brand.
Sources:
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