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Keep top talent moving quickly through the hiring process with text message recruiting.
As the preferred partner to over 400 franchise brands, CareerPlug uses a proven approach to help your franchisees grow with the right people.
Top talent is in high demand, and texting can help you beat other employers for the best candidates.
Safely send secure text messages to candidates without anyone receiving your personal phone number.
“The text recruiting feature is fantastic. It’s simple, gets a fairly immediate response, and it’s considerably faster than any other option.”
Find out how we can help your business grow.
Yes, when the software handles consent correctly — which CareerPlug does. Candidates opt in when they apply, opt-out links are included in every message, and consent records are stored in the applicant's file. The platform won't send to numbers that haven't consented, so the compliance side is automated rather than something you track manually. That matters — TCPA violations can run to four figures per message, and most operators don't want to be their own compliance attorney.
By a lot. Text messages see response rates around 45%; candidate emails typically see 6–10%. The gap is even wider for hourly and frontline workers, who check text more than email and move fast when something catches their interest. That's why text is the default first-touch for most of our high-turnover industries. If you're emailing candidates in 2026 and wondering why nobody replies, the answer is probably that they never saw it.
Messages come into a shared inbox your team manages during business hours, and auto-replies can confirm the message was received and set expectations for response time. Candidates don't get ghosted even if no one replies until the morning. You can also schedule outbound messages for business hours regardless of when the trigger fires — so you're not texting someone at 2 a.m. because a trigger rule didn't account for time zones.
Yes. Announcements, shift-coverage requests, internal referrals, and recognition messages are common use cases. Keeping candidate and employee texts in one system means history follows a person from applicant to team member — which matters when you're trying to understand turnover patterns or re-engage past employees.
Text is the connective tissue. Application comes in → automated text confirms receipt. Candidate passes screening → text schedules interview. Interview happens → text sends scorecard reminder. Offer gets made → text confirms acceptance. Onboarding starts → text delivers welcome messages. You're not running text as a separate channel; it's the default mode of outreach at every step, because candidates respond to it.