Prompt
Do I need bounce tracking for hiring communications?
Latest observation
Oct 12, 2026
OpenAI APIWeb search: off
Usually, yes — you should track bounces for hiring communications.
Why it matters:
- Candidate reachability: If an email bounces, you may miss interview invites, offer letters, or compliance notices.
- Workflow accuracy: Bounce tracking helps your ATS/CRM know when to stop using a bad address and try another channel.
- Deliverability health: Repeated sends to invalid emails can hurt your sender reputation.
- Audit trail: In recruiting, it’s useful to show you attempted contact, especially for time-sensitive communication.
What to track:
- Hard bounces: invalid or non-existent address — remove or correct it.
- Soft bounces: mailbox full, temporary issue — retry later.
- Suppression status: avoid repeatedly sending to known-bad addresses.
Practical recommendation:
- Track bounces at least for interview scheduling, offer, onboarding, and compliance-related emails.
- For bulk sourcing or nurture emails, bounce tracking is also helpful to keep list quality clean.
If you want, I can also tell you:
- what bounce metrics to monitor, or
- how to set up bounce handling in an ATS/email system.