Effective date: 15 October 2026
Direct employers and their authorised users must use RecMark RapidReach for lawful, transparent recruitment communications connected to authorised jobs and applicants. This policy forms part of the Client Terms. Report service or privacy concerns to privacy@rec-mark.com.
Permission and fair contact
Obtain and retain required WhatsApp opt-in before outreach. Identify the employer and purpose, use accurate contact information, and honour requests to stop whether received in the chat or through another channel. An imported phone number, application submission or Meta template approval alone is not evidence of WhatsApp permission. Uploaded passive-candidate lists are not permitted at launch. Do not contact a person through WhatsApp merely to ask for missing permission.
Do not send unsolicited campaigns, use purchased or scraped lists, impersonate employers, circulate deceptive job offers or use applicant information for unrelated advertising. New roles or a talent pool require a separately explained purpose, lawful basis and any required communication permission. Do not upload applicant lists as advertising audiences through this service.
Use the template, category and messaging-window rules applicable to the connected WhatsApp account. Human agents must follow those rules too. Limit automated reminders to two: the first after 24 hours and the second after a further 48 hours. Stop reminders after a reply, opt-out, human takeover or vacancy closure, and give candidates a practical alternative channel. Process natural-language requests to stop as well as recognised keywords.
Screening and human involvement
Use relevant, necessary and lawful job criteria. Do not infer or use protected traits unlawfully, discriminate, conduct covert profiling or request unnecessary sensitive information. Do not assess emotion, personality or health from a chat through this service. Assess the lawfulness of checks such as work eligibility for the job and jurisdiction; do not substitute prohibited nationality discrimination for a lawful eligibility requirement.
Ensure meaningful human review before rejection or exclusion from progression, including when a score, timeout or unanswered message could otherwise end consideration. Give the reviewer adequate information, time and authority to change the result. Maintain a way to correct answers, explain circumstances and request review. A rubber-stamp approval or checking only successful candidates is insufficient.
A request for human help must pause automated screening and reach a monitored team. Clients must staff the published alternative contact and assess pending cases. Do not misrepresent an automated assistant as a person. Configure accessibility and age-appropriate safeguards where relevant.
Restricted information and security
Do not ask for full payment card, financial account or identity document numbers through WhatsApp. Do not solicit criminal-offence or special-category data unless the parties have separately agreed a lawful purpose, secure collection method and additional safeguards. Restrict and assess any volunteered sensitive information promptly.
Do not share logins, expose access tokens, probe another client's records, defeat permission controls, introduce malicious code or export information beyond your authority. Use fictional records for testing unless a lawful controlled test specifically requires personal data. Do not copy production applicant databases into development tools or AI assistants.
Enforcement
RecMark may investigate reported misuse, request corrective steps and proportionately restrict affected functions under the Client Terms. It will preserve relevant evidence with restricted access and retention. Clients can seek review through privacy@rec-mark.com. This policy does not alter obligations in applicable law, Meta's terms or the Data Processing Agreement.