TCPA / 10DLC
Use client-approved outreach scripts and channels. Define consent records, opt-out handling, and messaging registration responsibilities before contact.
Trust & compliance
Clear boundaries. Client-owned work.
Ownership, permissions, and US hiring guardrails belong in the agreement before the work starts.
Trust belongs in your scope.
Your IP and repositories
Work in client-owned repos. Define IP assignment on payment in the agreement.
US hiring guardrails
Approved outreach, documented consent, and employer-owned hiring decisions.
Clear access boundaries
Agree permissions before onboarding. Recruiting admin does not edit timekeeping.
An exit you can plan
A proposed 30-day notice period with knowledge transfer agreed in your scope.
Hiring support. Employer-owned decisions.
The scope should define the US hiring safeguards and who is accountable for each step. This is not legal advice or a claim of certification.
FCRA boundaries
Background checks stay with authorized providers. The employer and its counsel own adverse-action decisions and notices.
EEO guardrails
Use approved screening criteria and record the candidate process. Training is a proposed prerequisite before the first candidate contact.
No time edits
Recruiting administration does not change timekeeping records. Any approved timekeeping visibility is read-only and defined in scope.
Make the access model explicit.
Security is a set of responsibilities to agree and verify. No SOC 2 or ISO 27001 certification is claimed here.
PDF · proposed working principles
Permissions and credentials
Define who needs access, which systems they can reach, and who approves changes. Keep accounts and secrets under client control.
Candidate data and footage
Agree approved storage, purpose, access, transfer, retention, and deletion. Do not assume every team member needs every record.
Incident and exit responsibilities
Record notification contacts, escalation paths, access revocation, data return, and handover steps in the agreement.
Privacy review
Confirm the applicable Indian and US privacy obligations with counsel. A service summary does not replace a privacy notice or data-processing agreement.
Before we start
Are the published figures guarantees?
No. Figures describe proposed service targets from the strategy. Measurement conditions, exclusions, and obligations must be approved and set in the signed scope.
Can the pod make hiring or adverse-action decisions?
No. The employer retains the hiring decision. Authorized providers and employer counsel handle background-check and adverse-action requirements.
Do you claim compliance certifications?
No certification is claimed on this website. Ask for the controls and contractual commitments relevant to your security review.
Bring your security questions to the scope.
Bring the bottleneck. We will work out whether a dedicated pod is the right next step.